Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a biostatistics director. Find the right words with quality phrases.

A Biostatistics Director is liable for providing strategic biostatistical input to both the external and internal clients in drug, biologic or device extension areas with an importance on clinical trial design, interim decision making and interpretation using novel and advanced statistical methods.

Responsibilities for this role include supporting the development of efficient CDPs for the external clients through combining innovative statistical methods to meet the goals and objectives of their development program, contributing to the biostatistical component of Due Diligence assessments of compounds for small or moderate value opportunities for which investment is considered, providing strategic biostatistical support on individual studies in cases where the investment has already been made, maintaining a knowledge and awareness of developments in biostatistics, clinical trials methodology and regulatory requirements that impact on design or investigations for multiple therapeutic areas.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Sets goals but does not know how to zig and zag one's way or put a clear plan to achieve them

Does not encourage or support people who are facing challenges at work or offer solutions to the challenges they are facing

1

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Anticipates problems that may arise and quickly develops an effective backup plan

Involves experts who have experience with implementation and operations and ensures that the strategic plan is analyzed critically by them

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.

Acts alone in most projects without involving others or engaging the team

Discourages others from sharing their ideas and moves on with personal opinion

1

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Does not make a serious commitment to work with others

Cannot be relied upon to coach others or share knowledge

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

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Allows oneself to make mistakes, asks for help and accepts criticism and compliments positively

Listens when critics get their points out in order to get more prepared for an open exchange

2

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Reads directions but often mixes up tasks that need to be done in a certain order

Considers reading instructions a waste of time; rushes through tasks just to complete them in time without reading instructions thus, makes lots of mistakes

1

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Does not assess work in progress or ask for plans and timelines for projects from project leaders

Does not give employees breaks for personal internet use or personal phone calls

1

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Works alone and does not seek advice from colleagues or people who have accomplished the same goals

Is not confident in one's own abilities thus, loses interest to keep trying

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.

Hardly asks for assistance when faced with challenges when operating modern electronic devices

Hardly advocates for the use of modern electronic devices that can assist in sharing and storing data more efficiently

1

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

What have you done to make other employees feel cared for and to earn trust from them?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
STRATEGIC PLANNING:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
TEAM BUILDING:

Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch?

What is the one particular lesson the team learned from you that they did not have before?

[employee comments]
DEVELOPING OTHERS:

Are you a fast learner and can you impart what you learn fast enough?

Are you interested in the growth and development of the company?

[employee comments]
ADAPTABILITY:

What is the biggest change you have dealt with and how did you cope with it?

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]
ASSERTIVENESS:

Can you describe a situation where you were able to strengthen a relation with a colleague by using effective communication?

Have you ever been in a situation where you were motivated to question your employer's decision?

[employee comments]
FOLLOWING DIRECTIONS:

Which is one time you have made mistakes due to not following directions? Were the mistakes fixed? How did you do it?

Can you describe a time when you received complex instructions? How did you make sure you understood each and every detail?

[employee comments]
MONITORING OTHERS:

How do you create a clear explanation of policies for the employees?

Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy?

[employee comments]
PERSISTENCE:

How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work

What has been your greatest failure? What would you do differently next time to ensure success?

[employee comments]
TECHNOLOGY SAVVY:

Have you ever utilized the power of modern computing power to assist you in making better decisions?

How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently?

[employee comments]

Summary

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:

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