Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a principal statistical scientist. Find the right words with quality phrases.
A Principal Statistical Scientist is responsible for performing in both leadership and technical functions that lead to the execution of specific biostatistics and programming project work. This position is useful in various industries but mostly found in the clinics or hospitals
The primary duties of this post involve protocol writing and consultation, statistical analysis, plan review writing and maintenance, providing oversight of all statistical aspects in the design and analysis, clinical study report preparation, leading submission integration/pooling plans and execution, selective statistical analysis data set programming, statistical analysis results review, shell design and development, model programming and validation, statistical analysis specification preparation for outputs.
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 |
|---|---|---|
| DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one. | Shows the unwillingness to involve others who have the relevant experience, knowledge, and expertise in the decision-making process Fails to connect the problem to the overall company strategy thus ends up making bad decisions | 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 Holds communication sessions with different stakeholders in order to present the plan and involve them in its implementation, operation, or review | 2 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Does not take any steps to avoid recurrences of errors Always complaining about the workforce but does nothing to better it | 1 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Does not share critical information with co-workers because of fear of marginalization Is shy and afraid to speak up their mind in a team meeting | 1 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Remains calm, actively listens and tries to focus on the positive in order to manage challenges and maintain momentum in day-to-day work Identifies gaps in one's own skill set and takes advantage of the learning opportunities in order to enhance effectiveness | 2 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Makes sure not to misread or skip an important direction; pays attention to detail, even if it seems insignificant to one Maintains eye contact when receiving instructions in order to show the instructor one is interested | 2 |
| 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. | Treats others unfairly and plays favorites, which often leads to formal complaints Does not consider fairness and equality when implementing activities and programs | 1 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Shows up late for meetings, rarely prepares for meetings, and misses most meetings Shows minimal interest in building and nurturing relationships and is always too busy to meet others | 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. | Lacks enough capacity to work anytime from anywhere and on any device Makes little effort to learn how to operate modern electronic devices | 1 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Does not train others in an area of expertise and hardly shares knowledge with colleagues Produces poor results in complex tasks and takes too much time working on simple tasks | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DECISION MAKING: Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened? What techniques have you used at work to ensure that decisions you make are correct and effective? | [employee comments] |
| STRATEGIC PLANNING: Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs? What goals have you set for your career? What is your plan to achieve them? | [employee comments] |
| SUPERVISORY SKILLS: Do you understand your core roles and responsibilities as a supervisor? Are you reliable to give a competent report on each employee's abilities? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you available when your team needs you to finish tasks? What can your team say concerning your work ethics and manners? | [employee comments] |
| SELF AWARENESS: Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client? Is there a time when you received feedback about your work, and you had to disagree? What happened? | [employee comments] |
| FOLLOWING DIRECTIONS: How do you help a colleague improve his/her ability to follow instructions? Is there a time when you have had to speak up in order to be sure that the instructor knew what you thought or felt about the instructions? | [employee comments] |
| BUSINESS ETHICS: How do you avoid temptations to use dishonest data, figures, and facts to support conclusions? What efforts have you made to enhance your intellectual understanding of legal guidelines pertaining equitable treatment? | [employee comments] |
| BUSINESS ETIQUETTE: How often do you encourage others to stand up when shaking hands or meeting new people? Do you make introductions in meetings and do you introduce people according to their ranks? | [employee comments] |
| TECHNOLOGY SAVVY: How often do you seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software? Have you ever advocated the use of modern electronic devices that can assist in sharing and storing data more efficiently? | [employee comments] |
| TECHNICAL SKILLS: What are you doing to improve your ability to troubleshoot and maintain basic devices and machines? How often do you train others in your area of expertise and how often do you share your knowledge? | [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: |