Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a cytogenetics technical specialist. Find the right words with quality phrases.
A Cytogenetics Technical Specialist is tasked with the primary role of undertaking examination of the cells chromosomal makeup to determine genetic defects that cause diseases using a process known as Karyotyping. He or she will cultivate and prepare biological specimens before examining them after which they analyze and report their findings.
Tasks that he or she will also get to handle include; operating and handling all lab equipment, perform various cytogenetic tests, document and present findings when required, supervise other lab personnel, prepare slides for culturing, develop training programs for lab personnel, perform computer image analysis, undertake research report writing, harvest prepare and stain slides before microscopic analysis, and performing other assigned duties.
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 act soberly when the negotiation process hits a dead end and tends to lash out when it goes wrong. Finds it difficult to build rapport with the negotiating parties and does not engage well with others. | 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. | Breaks larger groups into smaller groups in order to encourage adequate participation and allow every member to interact Creates an evaluation process; asks group members to take questionnaires or discuss changes and issues | 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. | Has a laid back management style that does not offer structure and form to the employees leading to inferior performance Does not care about the employee's personal need nor understand their circumstances | 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 Is not properly informed of the supervisory legal roles and responsibilities | 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. | Comes in early and stays late in order to complete a project or task on time Trains and takes online courses in order to improve one's own skills in a way that best serves the company | 2 |
| USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it. | Avoids talking when one knows that what they are thinking or want to say may be taken the wrong way or get one in trouble Takes a personality assessment in order to identify own tendencies and biases and how they influence own judgment, analysis, and decision-making | 2 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Sets unrealistic goals for employees, which kills their energy and motivation to work on the goals Delegates tasks to team members without considering their skills, strengths, or weaknesses | 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. | Does little to develop programs and policies that are acceptable to people with different cultural practices and beliefs Possesses little knowledge about different cultures and hardly respects cultural values and beliefs of other people | 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. | Shows little interest to learn more about keeping mobile devices and computers free from unauthorized access Demonstrates little knowledge on how to use modern computing power to assist in making better decisions | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: Have you ever been involved in any negotiation process? What did you learn from it? Have you ever backed out of negotiation process and what was the outcome? | [employee comments] |
| FACILITATION: Describe the technique you have used to assign roles to group members. How have you found the technique effective? How do you encourage group members to stay motivated when there is work pressure? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Do you make decisions with the employees in mind or do you just consider your own needs? Do you reward employees who are working hard reaching their goals all the time | [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] |
| COMMITMENT TO THE JOB: Can you give an example of a time when you had to go above and beyond the call of duty to have a task accomplished? What has been your major work-related setback? What happened and how did you manage to keep moving forward? | [employee comments] |
| USING COMMON SENSE: When is the last time you failed in a project because you did not use common sense? How did you rise up? What have you done to avoid the most common arguments with your colleagues and customers? | [employee comments] |
| QUALITY OF WORK: How do you make sure that projects instructions are clear to your team members? How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used? | [employee comments] |
| BUSINESS ETHICS: What are your views on fairness, equality, respect, integrity and honesty? What efforts have you made to enhance your intellectual understanding of legal guidelines pertaining equitable treatment? | [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] |
| TECHNOLOGY SAVVY: Have you ever utilized the power of modern computing power to assist you in making better decisions? Are there any times you had to seek for assistance on issues related to operating modern electronic devices? | [employee comments] |
Summary |
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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: |