Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a r & d formulation chemist. Find the right words with quality phrases.
An R & D formulation chemist is responsible for ensuring that proper combination of ingredients is adhered to all times during manufacturing of products. He/she is tasked to ensure that the right balance of the required ingredients is achieved in terms of quality, stability of the products and even the overall cost of the product.
Besides that, he or she is tasked with other responsibilities that include; conducting studies to determine long-term stability of products, develop prototype products, develop and manage trial experiments of the products and designing multivariate studies of various formulations of assorted products and to work alongside other professionals in the project.
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 |
|---|---|---|
| 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 know how to handle client's issues and ensure they are satisfied. Does not consider all the available and potential solutions when solving problems. | 1 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Gives other people the work to proofread before presenting it. Maintains detailed and accurate records at all times and does not entertain sloppy work. | 2 |
| 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 |
| 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. | Is not open or approachable to employees leaving them not helped Does not attend or give directions for team meetings leaving the members stranded and with no proper structure | 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. | Challenges the abilities of the subordinates by bringing out the best in them Always readily accessible to subordinates developing a spirit of teamwork | 2 |
| 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. | Respects authority from the team leaders, supervisors as well as managers Very open to correction and communication both from coworkers and management | 2 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Does not read written directions carefully; quickly gets bored with reading lengthy instructions 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 |
| SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions. | Avoids the hardest assignments instead of trying to complete them first so that the rest of the day is easy Disregards the company's policy thus brings potential harm to the company, customers, and other employees | 1 |
| ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal. | Goes back and forth between different tasks thus slows down own brains and clouds own judgment Regards taking breaks between tasks as a waste of time rather than as an opportunity to refresh own mind and get ready for the next task | 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 Rarely trustworthy, hardly respected for being honest, and is not regarded as credible | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TROUBLESHOOTING: How do you manage your clients and communicate to them the progress of their work? Have you ever sought help when you were stuck at a given point and what new thing did you learn? | [employee comments] |
| ACCURACY: How well do you take in instructions and follow them to the letter? Are you someone who needs constant monitoring or supervision to deliver reliable work? | [employee comments] |
| DECISION MAKING: Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process? What are some of the things you are doing or have done to improve your decision-making skills? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Are you available to answer questions that need instant solutions? Are you a fountain of energy and comfort to demoralized employees? | [employee comments] |
| SUPERVISORY SKILLS: Do you understand your core roles and responsibilities as a supervisor? Are you good at decision making and dealing with confrontation? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Do you cultivate a team spirit through all forms of communication? What can your team say concerning your work ethics and manners? | [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? 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] |
| SELF-DISCIPLINE AND SENSE OF DUTY: Is there a time when you were not pleased with the outcome of your goals? If yes, how did you go about it? What would your boss or team members say about your behavior at work? | [employee comments] |
| ORGANIZATIONAL SKILLS: When scheduling your time, how do you decide which task comes first and which one goes last? Give an example Describe a team project that was successful due to good organizational skills. What was your role? | [employee comments] |
| BUSINESS ETHICS: What are some of the things you have done to assist others in understanding the importance of honesty and integrity? What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty? | [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: |