Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a senior biostatistician/group leader. Find the right words with quality phrases.
A Senior Biostatistician/Group Leader is accountable for drawing conclusions or making predictions based on data summaries or statistical analyses as well as analyzing clinical or survey data using statistical approaches like the longitudinal analysis, mixed effect modeling, logistic regression, etc.
The primary duties of this post include designing research studies in collaboration with physicians, life scientists or other professionals, writing program code to analyze data using statistical analysis software, applying research or recording results to extend biological theory or recommend new research projects, analyzing archival data such as birth, death and disease records, reading current literature and attending meetings to keeping abreast with methodological or conceptual developments in fields like biostatistics, life sciences etc.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Often picks fights with uncooperative, unreasonable and frustrating employees, customers, and suppliers Spends time with colleagues who are negatively minded thus gets discouraged to remain motivated at work | 1 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Fosters an inclusive workforce where employees' differences and diversity are valued and leveraged to achieve the mission and vision of the company Identifies both the internal and external politics that impact the company processes and acts accordingly | 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. | Fails to provide a working environment that meets the subordinate's expectations Is not properly informed of the supervisory legal roles and responsibilities | 1 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Undercuts teamwork spirit by giving preferential treatment to some favorites Does not make any attempt to be part of the team or to work together with them | 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. | Concerned with how work scheduling is done to avoid overcrowding some employees High performance on group tasks given without waiting for someone else to handle them | 2 |
| SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc. | Talks to oneself kindly, and encouragingly instead of beating oneself up for making mistakes Smiles in order to relieve stress, feel more relaxed and appear composed to others when talking to a group of colleagues | 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 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. | Is afraid to ask for proof of work described in a report when speaking with an employee Tracks employees' location even when they are taking a day off or are on vacation | 1 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Hardly bothers to know the latest business trends and rarely implements policies that can drive change towards new trends Frightened by new trends and responds slowly to new trends | 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 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| MOTIVATING OTHERS: Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself? What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these? | [employee comments] |
| MANAGING AT TEAM: Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them? How do you go about getting cohesion among employees who disagree with everything you say? | [employee comments] |
| SUPERVISORY SKILLS: Have you discovered your strengths and identified areas that need improvement? Are you reliable to give a competent report on each employee's abilities? | [employee comments] |
| LEADERSHIP SKILLS: Do you invest in teamwork to ensure both management and workers are all harmonious? Is the company's interest the center of your interest as you work? | [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 CONFIDENCE: Can you describe a time you thought you were going to fail in a task? What did you do to succeed? Do you feel full of self-confidence or do you wish you had more of it? | [employee comments] |
| FOLLOWING DIRECTIONS: Can you give an example of a time when you were able to demonstrate your 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] |
| MONITORING OTHERS: How do you make sure the other person doesn't know you are observing them? Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your understanding about current business trends? Can you think of a new trend that caught you unawares and how did you respond? | [employee comments] |
| TECHNOLOGY SAVVY: Have you ever utilized the power of modern computing power to assist you in making better decisions? Are there any times you had to seek for assistance on issues related to operating 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: |