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

A Lead Cytotechnologist oversees the daily operations of a particular section of the lab. He/she performs and interprets the tests and ensures that the prepared stains and slides are promptly delivered while making sure that the established procedures and policies are followed.

Other associated duties include preparing cytology materials; screening the slides to make final diagnostic assessment; making sure that the test results are acceptable, accurate, and confidential; making sure that the workflow is organized efficiently; ensuring that the required documents are maintained and in a prompt manner; ensuring the quality of the laboratory service is as per the set guidelines as well as ensuring that the regulatory standards are implemented in the laboratory.

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

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.

Does not exude any form of confidence and composure when putting points across.

1

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Sets a date for a review period where one can examine a decision and improve upon it

Asks a variety of people with various backgrounds for responses in order to evaluate how majority of other people view the decision

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.

Rejects and abandons employees to work on their own without giving them any support

Has abysmal listening skills that do not care what the employees are saying

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.

Turns small problems into big issues sometimes involving the entire staff

Is not properly informed of the supervisory legal roles and responsibilities

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.

Acknowledges and recognizes the emotions of other colleagues and instills a constructive attitude and positive during complex and difficult times

Maintains awareness of one's own emotions and uses this knowledge to guide one's actions and to think in a favorable manner

2

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Uses vivid diagrams, analogies, and other simple means of data presentation in order to help other colleagues understand complex new ideas

Understands the impact of changing customers' needs to the future of the company

2

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.

Avoids the hardest assignments instead of trying to complete them first so that the rest of the day is easy

Allows oneself to be distracted by family issues at work thus lacks morale or motivation needed to accomplish own tasks

1

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

Fixes problems in own projects and those of others but does not look for ways to prevent these mistakes from happening again in the future

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

Demonstrates poor relational abilities and is never recognized as being political savvy

1

COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world.

Hardly knows how to troubleshoot basic computer hardware problems and is unfamiliar with most basic hardware components

Does not show willingness to learn how to use computer aided design technologies to create technical illustrations

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]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are you available for the employees when they need you?

Have you recognized your strengths and weaknesses in dealing with the different employees?

[employee comments]
SUPERVISORY SKILLS:

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

Are you good at decision making and dealing with confrontation?

[employee comments]
SELF AWARENESS:

Can you describe some circumstances and situations that brought out your best at work?

Is there a time when you received feedback about your work, and you had to disagree? What happened?

[employee comments]
CONCEPTUAL THINKING:

Can you describe a time you were able to identify underlying or key issues in a complex situation? How did you go about it?

Describe the steps and methods you have used to identify a vision for your department. What would you have done differently?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

What are some of the things that you have done to help nourish your self-discipline? How has this helped you in developing a sense of duty?

Describe one time when you have worked the hardest. What motivated you to work hard and what was the outcome?

[employee comments]
QUALITY OF WORK:

How do you make sure that projects instructions are clear to your team members?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

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

[employee comments]
COMPUTER SKILLS:

Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced?

Have you ever tried to use different versions and types of computer operating systems? Did you learn anything new?

[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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