Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a biophysics scientist. Find the right words with quality phrases.
A Biophysics Scientist is liable for providing support for the development of new research, development of biochemical and biophysical characterization.
Essential responsibilities include supporting development of new research that involves writing development reports and analytical methods, leads the life cycle management of assays, providing expertise on multiple techniques to troubleshooting and enhancing reports, supporting the reference standard program to generate and characterize reference standards for analytical methods, creating, managing, evaluating and maintaining critical data in a highly organized manner, providing statistical analysis while troubleshooting where necessary, managing project related timelines and turnarounds both internally and externally, managing day to day and long term activities of the research group.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Rating Meaning | |
| The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies. | 1 |
| Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results. | 2 |
| The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work. | 3 |
Supervisor's Feedback | ||
Skill | Comments | Rating |
|---|---|---|
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Does not have the technical deduction and logical isolation skills and capabilities. Does not know how to use past knowledge and experience to help in solving problems. | 1 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Keeps motivators close; tells other employees what one wants to accomplish so that they can hold one accountable Makes realistic lists for the day in order to increase motivation to accomplish goals and gain momentum from crossing things off the list once they are complete | 2 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Shy away from assignments that require group efforts and does not show up for group discussions Domineers others by putting people off and misjudging others? contributions | 1 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Is never serious about handling the set goals within the time given Has not made a serious personal commitment to be an active part of the company | 1 |
| ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude. | Encourages others to take the initiative when new projects come along and to quickly adapt to situations Shifts attention to a client entering the facility even though immersed in detailed task | 2 |
| EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched. | Assists hurting colleagues by referring them to the help that they need, like employee assistant programs and conflict skills training Decorates working spaces with pictures and mementos that bring happy memories at work to help calm down when feeling stressed | 2 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Does not read written directions carefully; quickly gets bored with reading lengthy instructions Shies away from asking for clarification to avoid dealing with people who think that one does not understand the directions or does not know how to do the job | 1 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Does not ask others about employee interactions with colleagues, customers or suppliers thus misses critical information about them Uses video surveillance to discourage customers from stealing the company's products but not to monitor employees' activities and productivity | 1 |
| BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times. | Signs off projects that are not fully complete and takes integrity lightly Does not show willingness to obtain further training focused on the importance of equity and fairness | 1 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Does not show willingness to learn more about specialized technology fields Demonstrates little knowledge on how to use modern computing power to assist in making better decisions | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TROUBLESHOOTING: Give an instance you tried to troubleshoot, and you were not successful. Have you ever been given feedback and you implemented it? How was the result? | [employee comments] |
| MOTIVATING OTHERS: What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties? What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this? | [employee comments] |
| TEAM BUILDING: What is your personality? Does it hinder or encourage you to participate? Do you offer good group work and successful management equally to everyone or do you show favoritism? | [employee comments] |
| PERSONAL GROWTH: Do you value hard work and are you interested in making the best out of it? What changes do you need to inject in your personal goals to make you better? | [employee comments] |
| ADAPTABILITY: Do you prefer an environment with a structured routine or one with new experiences? Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face? | [employee comments] |
| EMOTION MANAGEMENT: What strategies have you taken in the past to prevent a situation from becoming too stressful for you to handle? How do you ensure you have a comfortable and relaxing work space that feels more at home? | [employee comments] |
| FOLLOWING DIRECTIONS: How do you make sure that you remember all the instructions you have received to perform a certain task? Describe a time when you missed some steps in a project due to not paying attention to details. How did you fix it? | [employee comments] |
| MONITORING OTHERS: How do you make sure the other person doesn't know you are observing them? How do you make sure that monitoring does not kill employees morale or make them nervous? | [employee comments] |
| BUSINESS ETHICS: What are your views on fairness, equality, respect, integrity and honesty? Have you ever participated in forums that discuss the role and importance of integrity and honesty? | [employee comments] |
| TECHNOLOGY SAVVY: Can you describe a situation where you successfully utilized the power of computers to process tasks more efficiently and accurately? What efforts are you making to learn how to troubleshoot modern electronic devices? | [employee comments] |
Summary |
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Sections 1-4: To be completed by the supervisor Section 5: To be completed by the employee |
1. Exceeds Job Related Expectations |
2. Areas to improve |
3. Goals completed since last performance feedback |
4. Goals for next period |
5. Employee comments |
Signatures | |
| I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal. | |
| Employee: | Date: |
| Supervisor: | Date: |
| Human Resources: | Date: |