Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a clinical data management manager. Find the right words with quality phrases.
A clinical data management manager is tasked with creating and enforcing clinical policies for effective data management in a clinical trial. He/she is also tasked with formulating management techniques for quality data collection of clinical processes ensuring that it is accurate and legitimate. He/she also manages the development of data collection tools by following the protocols of the clinical trial.
Other tasks that he/she can be assigned include; establishing rules and procedures for data sharing with clinical personnel and other stakeholders, making sure that the data collected is complete and consistent, assist with writing reports and data extraction when needed, monitor and analyze clinical information and data systems ensuring that each process is done correctly, troubleshooting data related problems, and offer support to other clinical personnel on the usage of clinical data systems.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one. | Is afraid of making decisions due to the fear that one may make a mistake that might ruin one's career Lacks the knowledge to understand when something that worked in the past will not work in the current situation or in the future | 1 |
| 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. | Aligns the company's objectives with public interests and ensures that its actions meet public needs Develops networks across boundaries in order to build strategic business relationships and achieve common goals | 2 |
| 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. | Fails to think before one plans and doesn't take the time or invest in tools to generate new insights Develops a plan without aligning it with the budget thus makes it hard to transform the plan into action | 1 |
| MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks. | Very poor at managing a high number of people or a high-performance team Slow in making both personal and professional decisions requiring assistance all the time | 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. | Constantly look for potential talent gaps and goes out of the way to motivate employees towards the right direction Great communication skills with clear indications of what is expected from each team member | 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. | Gives constant encouragement and constructive suggestions to subordinates assisting them in their work Always readily accessible to subordinates developing a spirit of teamwork | 2 |
| 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. | Never mindful of others' emotions. Does not seem to care about frustrated, angry or distressed colleagues Ignores common body sensations when angry thus fails to notice physical signs of anger, anxiety, or stress | 1 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Does not block sites that one considers inappropriate, potentially harmful or unimportant to the company Does not give employees breaks for personal internet use or personal phone calls | 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. | Does not have a goal or vision in mind that motivates and drives oneself Stops working whenever one feels bad about a goal thus never achieves them | 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 Demonstrates poor relational abilities and is never recognized as being political savvy | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DECISION MAKING: Can you describe a time when you have had to postpone a project because you did not have the right information to come to a good decision? 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] |
| MANAGING AT TEAM: Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them? Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship? | [employee comments] |
| STRATEGIC PLANNING: How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals? Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department? | [employee comments] |
| MANAGEMENT SKILLS: How do you organize a department or the team to ensure they perform well? Do you support the employees and the projects they are undertaking to ensure they reach their goals? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Do you give enough directions to the employees or you leave them to figure things out? Are you a fountain of energy and comfort to demoralized employees? | [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] |
| EMOTION MANAGEMENT: What is the most stressful situation you have ever found yourself in at work and how did you handle it? How do you ensure you have a comfortable and relaxing work space that feels more at home? | [employee comments] |
| MONITORING OTHERS: Is there a time when you felt your monitoring system is not giving you what you expected? What did you do? What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project? | [employee comments] |
| PERSISTENCE: Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time? What has been your greatest failure? What would you do differently next time to ensure success? | [employee comments] |
| INTERCULTURAL COMPETENCE: What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs? How often do you encourage others to show respect to people with diverse cultural backgrounds? | [employee comments] |
Summary |
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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: |