Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a senior cytogenetics laboratory director. Find the right words with quality phrases.
A Senior Cytogenetics Laboratory Director oversees the overall activities at the cytogenetics laboratory that include testing and analysis of chromosomes to detect abnormalities. He/she collaborates closely with the laboratory employees to make sure reliable and accurate results are made available and on time.
Other responsibilities include ensuring accurate and timely reporting of results, reviewing patient results and ensuring they are of the highest quality and accuracy, making sure that the laboratory maintains quality in its activities, provide technical expertise in supporting new initiatives related to the cytogenetic testing, find and support innovative ways to provide the quality service to clients and ensure that the physical facilities are secure and well maintained to perform effectively.
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 |
|---|---|---|
| NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace. | Does not prepare well before negotiation process and uses outdated facts and figures. Does not implement the agreed aspects of the negotiation and interferes with the negotiation outcome. | 1 |
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Introduces a follow-up question such as "How does that change the way you feel about...?" if a discussion does not start immediately Arrives at the meetings early in order to create a warm environment and show others that one is serious and ready to discuss | 2 |
| MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress. | Does not estimate the capacity of a remote worker before assigning him/her a task thus ends up with tasks that are poorly done Hires great remote employees but does not take the time to train them or explain what is required of them by the company | 1 |
| STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals. | Fails to think before one plans and doesn't take the time or invest in tools to generate new insights Fails to make employees aware of the goals and therefore the employees do not understand what is expected of them | 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. | Always give appreciation for contributions and significant achievements by the employees Consistently encourages the employees to develop and grow their skills to become better | 2 |
| 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 Stimulates productive discussion sessions with the workforce for a decisive action plan | 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. | Is not willing to fulfill or exceed customer service expectation Does not speak up even when one knows things are not being dealt with directly and honestly | 1 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Does not assess work in progress or ask for plans and timelines for projects from project leaders Continues monitoring and recording employees phone conversations even when they realize they are making a personal call | 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 Strays from the truth and does not give credit where due | 1 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Rarely participates in celebrations and events that feature people with different cultures Possesses little knowledge about different cultures and hardly respects cultural values and beliefs of other people | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: Give an instance that you managed to negotiate on something. What was the result? Explain an instance that you hit a dead-end in a negotiation process. What did you do to reach a conclusion? | [employee comments] |
| FACILITATION: Describe the technique you have used to assign roles to group members. How have you found the technique effective? What are some of the methods you have used to solve conflicts in your group? | [employee comments] |
| MANAGING REMOTE TEAMS: Describe a time when you have been required to manage a remote team. What are some of the tools you used to make this effective? How do you make sure that your remote workers use technology for work purposes only other than for personal gain? | [employee comments] |
| STRATEGIC PLANNING: What are your long-term and short-term goals? What have you done to achieve them effectively? What tips would you offer anyone who is taking a role that involves strategic planning and accountability for decisions? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Are you available to answer questions that need instant solutions? How well do you advise those who want to grow and expand their career? | [employee comments] |
| SUPERVISORY SKILLS: Do you measure your performance as you gauge the performance of the employees? 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? Have you ever been in a situation where you had to lead a group of colleagues? How did you handle it? | [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? Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy? | [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] |
| INTERCULTURAL COMPETENCE: Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake? 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: |