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

An assay chemist examines chemical compounds and elements within various materials in the laboratory to determine their overall composition by following established procedures such as spectrophotometric and chromatographic. He/she also studies these compounds and elements further to determine how they interact with one another, analyses and interprets data ensuring it is accurately recorded as well as reporting the results.

Besides examining of these compounds, they also help in detecting chemical pollutants in the environment and how they can reduce their adverse effect, validating methods and equipment, reporting scientific results, working with cross-functional teams, interpreting data, comparing the obtained data with trend data, developing technique for analysis purposes and making use of analytical lab techniques and instrumentation.

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.

Does not have the technical deduction and logical isolation skills and capabilities.

Does not seek clarification on issues that are not well understood.

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.

Asks one's boss for more responsibilities in order to broaden one's skill set and keep one stimulated and motivated to work

Respects other employees' opinions and contribution to the company in order to allow relationships to develop smoothly

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.

Does not understand the balance between getting results and motivating employees

Does not make sound judgment due to lack of gathering less information

1

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

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.

Holds respect for coworkers thus creating a peaceful atmosphere in the workplace

Leads others to embrace challenging projects that no one wants to work on

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.

Volunteers for a task or project that feels like a stretch but matches one's own interests

Speaks one's mind during meetings in order to see the reactions of other employees to one's viewpoint and adjust appropriately

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

Does not ask for help from the instructor or colleagues who have done the same tasks or projects

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.

Is tied into one's ego and is not quickly willing to admit when something is not working

Stops working whenever one feels bad about a goal thus never achieves them

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.

Hardly pays attention to rules and regulations and requires constant supervision

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.

Lacks enough capacity to work anytime from anywhere and on any device

Lags behind in using computers to execute repetitive, multiple, and complex tasks more efficiently

1

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

How do you manage your clients and communicate to them the progress of their work?

Give an instance you failed to deliver a task you had been given by a client. How did you resolve it?

[employee comments]
MOTIVATING OTHERS:

Do you prefer working in a busy environment or one that is quiet? Why?

What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you give enough directions to the employees or you leave them to figure things out?

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

[employee comments]
SUPERVISORY SKILLS:

Do you develop an action-oriented plan to improve competence and impact in the workplace?

Do you have a laid out plan on how to ensure you reach each employee individually?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you available when your team needs you to finish tasks?

What weaknesses have you noticed and how are you working on them?

[employee comments]
SELF CONFIDENCE:

Is there a time you interjected a different side of an issue or a different point of view? How did you go about it?

Are there employees you consider more successful than you? How often do you have contact with them?

[employee comments]
FOLLOWING DIRECTIONS:

How do you make sure that you remember all the instructions you have received to perform a certain task?

Is there a time you have had a conflict with a customer or colleague due to not following simple instructions? How did you resolve the conflict?

[employee comments]
PERSISTENCE:

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

What have you done to develop the inner energy that keeps you going when facing tough situations at work?

[employee comments]
BUSINESS ETHICS:

What are some of the contributions you have made in making changes in policies to eliminate unfair elements?

What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty?

[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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