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

A clinical project manager has the primary roles of assisting in planning and execution of clinical trials with the stipulated timeframe and budget. He/she is tasked with the responsibility of managing all aspects of the clinical trials such as managing clinical specialists and clinical research associates as well as ensuring the clinical trials are successful.

Besides that, they can also undertake the following duties; liaising between the trial site and the study sponsors, leading a cross functional team to ensure all clinical trials are done in the right manner, tracking and reporting on the progress of all clinical trials, participating in several team meetings, training and evaluating the members of the team and resolving issues associated with the clinical trials.

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

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Sets goals but does not know how to zig and zag one's way or put a clear plan to achieve them

Does not lead by example; always does things quite the opposite of what everyone else expects

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.

Provides ongoing feedback and learning opportunities to the employees in order to develop their ability to perform and contribute to the company

Develops new insights into situations, encourages new ideas and innovations, and designs new programs/processes to help run the company effectively

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Acts alone in most projects without involving others or engaging the team

Highly inconsistent and cannot be relied upon by fellow workmates to assist in the project

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.

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

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Is highly regarded as dependable by both management and the team working together

Builds an environment of dependability and trust around the workplace

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.

Assists hurting colleagues by referring them to the help that they need, like employee assistant programs and conflict skills training

Focuses on working towards happiness and betterment rather than just "getting by" each day

2

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

Is unable to step back and see the big picture and does not recognize the need to obtain more or high-quality information

Is unable to anticipate problems; does not prepare and review contingency plans for situations or problems that might occur

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.

Works alone and does not seek advice from colleagues or people who have accomplished the same goals

Stops working whenever one feels bad about a goal thus never achieves them

1

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Does not take the time to understand what the project is about; goes straight to delegating project tasks without a detailed plan

Fails to develop contingencies in the event of potential risks and does not work to propose possible solutions

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

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
MANAGING AT TEAM:

Think about a time when you were given a management role. How did people respond to your management efforts?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[employee comments]
TEAM BUILDING:

Should you take a more active role and contribute more to your future teamwork?

What is one specific lesson you learned from your team that you could not learn by working alone?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are you available for the employees when they need you?

How well do you advise those who want to grow and expand their career?

[employee comments]
DEPENDABILITY:

Are you trustworthy to handle the tasks given without passing them on to others?

Do you finish all your projects and tasks within the allocated time?

[employee comments]
EMOTION MANAGEMENT:

Are there instances, when a colleague has made you so angry, but you managed to remain calm and composed?

How do you react to frequent changes in job demands in the workplace?

[employee comments]
CONCEPTUAL THINKING:

Describe a time when you identified customer's needs on a particular project. What resources did you call on to help?

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]
PERSISTENCE:

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

Can you describe a situation where you had to use persistence in order to successfully convince a customer to buy a product?

[employee comments]
PROJECT MANAGEMENT:

What stress management techniques and problem resolution models have you used while managing a project? Illustrate your answer with a real life example

How do you make sure that you and your team deliver a project on time or exceed customer expectations?

[employee comments]
INTERCULTURAL COMPETENCE:

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

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:

Written by on