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

A Lead Cytogenetic Technologist prepares and analyzes biological specimens in the laboratory to detect if there are any anomalies and assist in diagnosis or treatment well as determining the protocols for medical procedures. He/she may also be involved in supervising, managing, and coordinating other employees.

Other duties include overseeing technical laboratory personnel; using computer-imaging systems to create patient's digital images; count chromosome's number and identify their abnormalities by viewing culture slides using microscopes; prepare and maintain the medical records of the facility; use karyotype charts to arrange chromosomes in pairs and identify anomalies and reports their findings for use by medical agencies, doctors, and private parties.

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.

Attends discussions only when one wants to correct or redirect the group but not to encourage or reaffirm group members

Sets up the groups based on members' performance on previous projects, rather than on the strengths, weaknesses of each group member

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.

Focuses primarily on own strengths in order to complete tasks or projects and feel more successful on the job

Changes up own routine with a new, fun hobby in order to release tension after work

2

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Is too critical and neglects to provide employees with any constructive advice on how to improve on the weak areas

Often beats about the bush when giving feedback about areas that need improvement thus the employee doesn't realize where the issue is

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 take any steps to avoid recurrences of errors

Always complaining about the workforce but does nothing to better it

1

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Remains calm, actively listens and tries to focus on the positive in order to manage challenges and maintain momentum in day-to-day work

Identifies and appreciates the strengths of others and leverages their skills in order to manage uncertain situations

2

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.

Sets an example for employees who don't have the experience or confidence to go through the challenging times and hold out for the rewards of success

Takes initiative to complete tasks and does not need to be reminded what is next on the agenda

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.

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

Sets a goal without a reason and purpose thus loses focus easily

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.

Blames others for own unfortunate decisions and actions rather than accepting responsibility for own behavior

Focuses own efforts on irrelevant tasks and fails to do what actually needs to be done

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.

Demonstrates an unresponsive attitude towards the concerns of others regarding inequality and unfair treatment

Does not consider fairness and equality when implementing activities and programs

1

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

Does little to create a welcoming atmosphere for individuals and groups with different cultural backgrounds

Shows unwillingness to take part in professional development courses and forums that enhance intercultural competency

1

Self Evaluation

Self Evaluation Question

Employee Comments

FACILITATION:

What methods of communication have you used to pass information to group members?

Can you describe a project that required major input from other employees? Who did you choose to work with you and why?

[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 qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this?

[employee comments]
PERFORMANCE MANAGEMENT:

Which are your two most important core values that drive you when managing your employees' performance?

What approach have you used to help employees improve their performance? How did you decide on your approach?

[employee comments]
SUPERVISORY SKILLS:

Have you come up with appropriate boundaries and do you follow them?

Are you good at decision making and dealing with confrontation?

[employee comments]
SELF AWARENESS:

Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it?

Can you list five things that you have learned about yourself in the last two years, that are relevant to how you work?

[employee comments]
COMMITMENT TO THE JOB:

Can you describe a situation when you demonstrated initiative and took action without waiting for directions? Were you happy with the outcome?

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

[employee comments]
PERSISTENCE:

Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time?

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

[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?

Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome them?

[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 found yourself in a situation where you had to question someone's integrity?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

What efforts are you making to enhance your knowledge about different cultures?

[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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