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

A Senior Cytogenetic Technologist has the primary role of supervising technicians in the preparation, analyzing and examining of chromosomes in biological specimens including blood, bone marrow, and amniotic fluids in diagnosing and treating genetic diseases fertility problems, congenital disabilities, and hematological disorders.

Other duties include planning, coordinating, and organizing activities in the laboratory; planning, implementing, and reviewing quality control systems for high-quality results; maintain laboratory equipment and purchase new equipment when needed; monitor operations in the laboratory to ensure they comply with the set departmental, governmental and accreditation regulations as well as implement laboratory procedures, safety practices, and protocols to ensure safety standards are met, and there is proper patient care.

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

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Does not allow group members to air their views; posts items on the discussion boards more than the group members

Allows simple and non-descriptive answers during discussions which discourages members participation

1

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Recognizes employees who go above and beyond the call of duty to get things done, in order to encourage them to continue working hard and incentivize others to take the initiative

Identifies problems, makes them seem smaller and gives suggestions on how to handle them

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.

Relies on past experiences and expected results and is unwilling to take the initiative, gather additional input or confirm assumptions

Lacks the knowledge to understand when something that worked in the past will not work in the current situation or in the future

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.

Does not have the capacity to handle difficult people and treats them differently

Always complaining about the workforce but does nothing to better it

1

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Shows eagerness to promote the company's products and services to customers in order to make the customers feel part of the company's long-term success

Trains and takes online courses in order to improve one's own skills in a way that best serves the company

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Develops a unit of measurement for key goal results in order to know when one has accomplished own goals

Visualizes own goals as already accomplished in order to improve performance, feel motivated and to actually accomplish them

2

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Regards use of technology as a waste of the company resources rather than a way to improve productivity

Does not take the time to learn employee's strengths and skills thus matches the employees with inappropriate tasks

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

Rarely trustworthy, hardly respected for being honest, and is not regarded as credible

1

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Constantly disrespectful to people with diverse cultural backgrounds and often alienates them

Hardly understands people with diverse cultural backgrounds and does not bother to provide a cohesive environment for everyone

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.

Lags behind others in keeping technical skills current and has a negative attitude towards learning complex skills

Does not understand the basics of coding and programming and is always unable to design simple programs

1

Self Evaluation

Self Evaluation Question

Employee Comments

FACILITATION:

Is there a time when you have faced challenges when coordinating a group? How did you overcome the challenges?

What are some of the methods you have used to solve conflicts in your group?

[employee comments]
INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[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 is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[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]
COMMITMENT TO THE JOB:

Are there times you have come in early or stayed late in order to meet a deadline?

What has been your major work-related setback? What happened and how did you manage to keep moving forward?

[employee comments]
GOAL AND OBJECTIVE SETTING:

What is one of the major goals that you have set for yourself recently? How are you planning to achieve it?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
RESOURCE USE:

What factors have you considered when managing resources at work?

Describe a time when you identified a project that was consuming more company resources than needed. What did you do with the project?

[employee comments]
BUSINESS ETHICS:

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

Have you ever participated in forums that discuss the role and importance of integrity and honesty?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[employee comments]
TECHNICAL SKILLS:

What are you doing to improve your ability to troubleshoot and maintain basic devices and machines?

Have you ever failed to follow technical instructions when using a new system? What did you do to improve?

[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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