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

A cytology manager is responsible for overseeing the day to day operating activities in regards to all cytological procedures. He or she will strive to keep all channels of communication with the pathologists in charge. He or she will also manage all employees under the cytology department and undertake performance evaluation for them.

Besides that, he or she will get to perform the following essentials responsibilities; develop and maintain departmental policies and procedures up to date, evaluate and implement all budgetary processes, attend managerial meetings, ensure proper compliance with all policies and regulations, monitor all test reporting and supervise all cytological tests and evaluation procedures.

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.

Rarely enters the discussion, even when the group is not understanding the concept or is way off topic or task

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.

Seeks out honest feedback from the bosses in order to get an ego boost and refresh one's motivation to continue to perform well

Makes realistic lists for the day in order to increase motivation to accomplish goals and gain momentum from crossing things off the list once they are complete

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Takes the relationship with the employees too far making it difficult to separate working relationship from friendship

Steps away from a problem and hopes that the issue will resolve itself instead of being consistent about solving it

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

Ignores confrontations and overlooks mistakes leading to a dissatisfied workforce

1

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Regularly exercises in order to let anger out of the system and enhance mood

Focuses on working towards happiness and betterment rather than just "getting by" each day

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.

Comes in early and stays late in order to complete a project or task on time

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

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Does not ask others about employee interactions with colleagues, customers or suppliers thus misses critical information about them

Uses video surveillance to discourage customers from stealing the company's products but not to monitor employees' activities and productivity

1

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.

Blames others when one fails to accomplish own goals rather than learning from the experience and looking for better ways to accomplish the remaining goals

Does not rank goals in the order of their importance to the company thus often misses deadlines for the most crucial goals

1

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Takes too much time to get the job done thus delays output or produces less number of works

Allows oneself to be caught up in office gossip or chit-chat instead of concentrating on the assigned task and producing correct and quality work

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

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

FACILITATION:

Describe the technique you have used to assign roles to group members. How have you found the technique effective?

Who is in charge when you are away? How do you make sure that the person understands what you expect of him/her?

[employee comments]
MOTIVATING OTHERS:

What types of tasks or projects do you enjoy doing the most? Why?

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

[employee comments]
MANAGING AT TEAM:

Is there a time when you have decided to reorganize a department that you lead? How did you proceed with the process?

Is there a time when you have praised an employee in public? How did you go about it?

[employee comments]
SUPERVISORY SKILLS:

Do you understand your core roles and responsibilities as a supervisor?

Do you favor some of the workers in your supervisory duties?

[employee comments]
EMOTION MANAGEMENT:

Is there a time you made a hasty business decision that you ultimately regretted? What was the outcome?

Can you think of a time when you got depressed because you felt the workplace was not a good fit for you? How did you cope with that?

[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?

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team?

[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 are you doing to encourage individuals and groups with a different cultural background to work with each other?

[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:

Written by on