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

A quality control chemist utilizes chemistry laboratory skills to test and measure different types of products and materials for quality purposes more so in the pharmaceutical and manufacturing industries. He/she works to ensure that all performed laboratory experiments are undertaken in line with the laid down standard operating practices, good laboratory, and clinical practices.

In addition, he/she performs other stipulated duties that include; validating instrumentation and experiments, preparing and testing various lab samples, perform minor equipment troubleshooting and overall maintenance of the lab environment and equipment. He/she also ensures that all lab users observe all the lab rules accordingly and that nothing is stamped.

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

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.

Not always willing to seek assistance when faced with troubleshooting difficulties.

Does not consider all the available and potential solutions when solving problems.

1

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Spells out exactly how an employee's actions negatively impact the organization instead of addressing own frustrations

Constantly offers praise for jobs well done in order to reinforce positive behavior and boost morale of the employees

2

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Has a laid back management style that does not offer structure and form to the employees leading to inferior performance

Has abysmal listening skills that do not care what the employees are saying

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 support the team spirit nor the company policies

Always shouts others down when they try to offer their opinions

1

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

Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions

Frequently checks in on employees in their own offices or departments at an unscheduled time

2

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.

Writes down one's goals in a place that one can see it regularly and is specific about the results one wants to achieve

Upholds discipline and good habits in order to stay in the course even when faced with difficult situations

2

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Spends most of the work time either on focusing on areas that are not important or on doing meaningless tasks

Defines clear goals but does not develop ways to accomplish them thus often gets frustrated when one doesn't meet them

1

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Is reluctant to explain to employees the importance of producing quality work or problems that the company could face if employees continued producing low-quality work

Fixes problems in own projects and those of others but does not look for ways to prevent these mistakes from happening again in the future

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.

Rarely takes part in making changes in policies to eliminate unfair elements

Frequently uses dishonest data, figures, and facts to support conclusions

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

TROUBLESHOOTING:

How well do you consider the possible alternatives before solving a problem?

Give an instance you handled a task with so much uneasiness and a restless mind and what was the outcome?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation?

What techniques have you used to track an employee's performance in order to give the best feedback?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are you available for the employees when they need you?

Do you reward employees who are working hard reaching their goals all the time

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you open to criticism both from management and coworkers?

What can your team say concerning your work ethics and manners?

[employee comments]
MONITORING OTHERS:

What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
PERSISTENCE:

Is there a time when you have faced a difficult situation? What ways did you use to sustain your ability to keep on going until the situation was fixed?

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

[employee comments]
USING COMMON SENSE:

How have you used common sense at work to meet your goals? Give a specific example when this happened

When is the last time you apologized to a colleague? What had you done and why did you feel the need to do this?

[employee comments]
QUALITY OF WORK:

How often have you produced low-quality work? What has prevented you from producing high-quality work?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]
BUSINESS ETHICS:

What are your views on fairness, equality, respect, integrity and honesty?

What efforts have you made to enhance your intellectual understanding of legal guidelines pertaining equitable treatment?

[employee comments]
TECHNOLOGY SAVVY:

What efforts are you making to improve your capacity to work anytime from anywhere and on any device?

Are there any times you had to seek for assistance on issues related to operating modern electronic devices?

[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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