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

A clinical data management director is tasked with the primary roles of ensuring that the service delivered for clinical data is accurate and of high quality. He/she participates in planning, leading and interacting with various project teams to ensure that results are achieved. He/she will also get to oversee the development of data platform for use by clinical personnel.

Besides that, they can also get to do the following; reviewing protocols for clinical trials and keeping the records up to date, collaborating with other departments to ensure that accurate data is delivered, audit and counter checking databases to ensure the data is in order, approving deliverables and supervising data management staff.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Does not ask relevant questions that are in line with knowing what the position and the company entails.

Arrives late for the interview process and looks disoriented in most cases.

1

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Considers the potential impact of the company's objectives on both revenues and expenses in order to prioritize and reflect them in future budgets

Pays attention to the human resources required for the plan to succeed

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

Tends to disrupt the employee's progress in developing their careers

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

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Obtains the required training and trains others to grow their prowess

Sets high challenging yet realistic goals that all employees can meet

2

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

Redesigns various company's departments in order to meet long-term objectives

Integrates complex and diverse data to create concepts that are entirely new but helpful to the company

2

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

Reads employees emails but does not notify them of the policy that allows their emails to be read

Documents the disciplinary actions but does not let employees sign them

1

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 not committed to lifelong learning; does not learn new skills and patterns that will help increase chances of success

Sets a goal without a reason and purpose thus loses focus easily

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.

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

Does not break down a complex goal into smaller, manageable goals thus feels overwhelmed with the idea of handling it

1

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Constantly disrespectful to people with diverse cultural backgrounds and often alienates them

Possesses little knowledge about different cultures and hardly respects cultural values and beliefs of other people

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Have you attended an interview and you had not prepared adequately? Explain how it went about?

Have you ever arrived at an interview late? How did you perform or what happened?

[employee comments]
STRATEGIC PLANNING:

What are your long-term and short-term goals? What have you done to achieve them effectively?

What factors do you consider when selecting the right people for your strategic planning team?

[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 good at decision making and dealing with confrontation?

[employee comments]
DEVELOPING OTHERS:

Do you consult the rest of the management before you make decisions?

Does the management count on you to deliver profitability in the business?

[employee comments]
CONCEPTUAL THINKING:

Describe a problem you were solving where you had to work with a concept that was abstract rather that tangible and concrete. What was the outcome?

Describe a time when you needed to develop and use a complex procedure in order to complete a task. What obstacles did you encounter when handling the task?

[employee comments]
MONITORING OTHERS:

What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
PERSISTENCE:

How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work

Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it?

[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?

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]
INTERCULTURAL COMPETENCE:

Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake?

How often do you encourage others to appreciate and experience different ways of doing and seeing things?

[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: