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

A cytotechnologist examines human cells using a microscope to detect abnormalities and diseases such as cancer, pre-cancerous cells, or infectious agents. He/she uses the findings to diagnose and treat the diseases.

Other duties include preparing slides for testing, applying staining techniques to cell samples to prepare them for testing, receiving the samples for testing, interpreting specimens, writing a report of the findings, providing patient's microscopic findings to aid in the preparing of pathology reports by the pathologist, verifying the information of the patients and specimens, ensuring that the laboratory operations are effective by observing standards in the collection and preparation of specimen as well as ensuring laboratory safety.

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

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Sets goals but does not know how to come up with a good plan to accomplish those goals

Spends one's free time gossiping and talking ill of own bosses and other employees, rather than doing something that benefits the company

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 demonstrates an extraordinary amount of dedication and sensitivity to the needs of others

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.

Turns small problems into big issues sometimes involving the entire staff

Does not resolve small problems until they grow to a significant conflict

1

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Has trouble dealing with interpersonal conflicts at work, home and in the community

Does not show interest in people outside one's own social circle or new employees

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

Is encouraging, empowering and helpful and focuses on maintaining a harmonious and happy office environment

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 specific; states with clarity the exact thing that one wants to be done or what one is refusing to do

Keeps one's thoughts focused on taking action towards own goals and avoids negative thoughts that ruin one's concentration

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.

Sets unattainable goals and therefore gets frustrated when one keeps on missing the deadlines

Does not track the performance of team goals and therefore fails to identify team members who are lagging behind or those who are working hard

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

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Hardly bothers to look for better and new ways to approach problems

Shows little willingness to learn more about statistical analysis techniques and how to apply appropriate statistical tests

1

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Demonstrates weak oral and written communication skills when sharing an analysis with others

Possesses little understanding about the reliable data collection techniques and ends up analyzing inaccurate data

1

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF JOB:

What steps have you taken in the past to adjust your style when it was not meeting a project's expectations?

Think of a time when you were assigned a very sensitive task. How did you gather all the required information to perform the task?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are you available to answer questions that need instant solutions?

Do you reward employees who are working hard reaching their goals all the time

[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]
EMPATHY:

In your opinion, what are the ingredients in building and maintaining good relationships with colleagues at work?

Can you think of a time someone interpreted something you said negatively, even though you didn't intend for it to be negative?

[employee comments]
COMMITMENT TO THE JOB:

What are some of the things that get you dedicated and devoted to your work?

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

[employee comments]
PERSISTENCE:

Describe a time when your manager put pressure on you. Did you handle the pressure as well as you would have loved to?

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

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to increase links to networks of individuals and groups from different cultural backgrounds?

Are you actively involved in professional development courses and forums that enhance intercultural competency?

[employee comments]
RESEARCH:

Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation?

What efforts are you making to improve your critical thinking skills when examining the validity and truth of arguments?

[employee comments]
ANALYTICAL SKILLS:

Can you describe a task you did that tested your analytical abilities?

What efforts are you making to search for the best sources of information?

[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: