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

A Clinical Data Associate is responsible for collecting information about the medical history of the patients and other clinical trials. He/she will work with computerized records of the patients to ensure that all of it is sorted and recorded accordingly. In addition, he/she works to ensure that clinical data is always accessible when needed.

He/she can be tasked to perform other functions that can include; transcribe and code information according to patients specifications, retrieving data from the records for other clinic personnel, check for accuracy, integrity and errors in the patients? records and participating in system troubleshooting in case of any malfunctions.

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

URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency.

Does not know how to prioritize the particular tasks assigned.

Does not consult widely before undertaking any role that is assigned.

1

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.

Cultivates good relationships with the people in one's company and treats them with courtesy, respect, and kindness

Offers junior and new employees guidance and encouragement and teaches them how to handle different tasks and set goals

2

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Does not read written directions carefully; quickly gets bored with reading lengthy instructions

Does not review tasks after finishing them thus often submits incorrect work or work with errors

1

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Avoids the hardest tasks instead of completing them first, thus quickly lacks confidence and motivation to do the easy tasks

Often breaks promises; commits to a task but does not deliver due to lack of proper planning

1

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Carefully monitors and appreciates the quality of work one has provided as well as that, which other people provide

Plans, prioritizes and balances tasks in order to meet goals, commitments, and deadlines effectively

2

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Arrives early enough in order to take care of some of the little things, like settling in, before starting time

Anticipates setbacks beyond own control and is able to plan around them when they repeat themselves

2

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Agrees to a deadline that one knows is unattainable thus ends up unsatisfying the person who assigned the project and ruins own reputation

Sets tight deadlines just to show off or please others but not to enable one to make up for tasks that may take longer than expected

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Does not exert the consistent effort needed to meet own goals; sees own output slipping but does nothing about it

Takes inappropriate and reckless shortcuts when performing tasks thus often needs to redo own work

1

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Uses the company resources for unnecessary ventures rather than for ventures that increase its productivity

Is reluctant to use tools that allow teams to collaborate and improve their productivity as well as that of the company

1

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Constantly feels overwhelmed and blames others when late to deliver work

Miscalculates the time required to complete projects and ends up missing deadlines

1

Self Evaluation

Self Evaluation Question

Employee Comments

URGENCY:

Is there a time you had been called to help in other urgent tasks?

Have ever been late in submitting tasks and projects and what lessons did you learn?

[employee comments]
KNOWLEDGE OF JOB:

In your opinion, do you think knowledge of your area of responsibility had benefited your company in any way? If yes, how?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[employee comments]
FOLLOWING DIRECTIONS:

Which is one time you have made mistakes due to not following directions? Were the mistakes fixed? How did you do it?

Describe a situation when you felt that instructions to a certain task or project were not communicated well. What did you do?

[employee comments]
PERSONAL COMMITMENT:

What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning?

Describe a project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you have handled a project that demanded a lot of effort? How did you go about it?

Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it?

[employee comments]
ROLE AWARENESS:

Describe a project that failed because you were not aware of your role in it. How did you go about it?

Explain how your department has benefited from employees being more aware of their roles. How has this benefited the company at large?

[employee comments]
DEADLINES - ON TIME:

Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it?

How do you determine how much time is needed to finish a certain task? Is there a time when you have felt overloaded with work? What did you do?

[employee comments]
QUANTITY OF WORK:

Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive?

How have you dealt with a subordinate whose productivity was consistently marginal?

[employee comments]
RESOURCE USE:

What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively?

Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences?

[employee comments]
TIME MANAGEMENT:

Do you maintain a plan and say no to constant interruptions while working?

How do you react when you realize that time is running out and you are yet to finish a project?

[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