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

A senior clinical project manager has the primary responsibility for overseeing the clinical trials projects ensuring that all deliverables are achieved within the stipulated timeline, budget, quality standards, and operational procedures. He/she is tasked with working closely with the clinical trial personnel to ensure that everything runs smooth and is in charge of clinical project managers.

In addition to that, he/she can be assigned the following roles; provide a regular update of all trials, check the information database to ensure accuracy, contribute to any ongoing scientific review of any clinical trial data or information, tracking and reporting on the progress of each clinical trial project being done and attending key clinical trials meetings with the principal stakeholders.

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.

Talks in an unclear and concise manner that the other people cannot understand.

Does not show enough knowledge of the position being applied for and the company at large.

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.

Makes sure that employees are recruited, selected, appraised and rewarded appropriately and takes action to address performance problems

Keeps up-to-date with technological developments and makes effective use of technology to improve the company or achieve results

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.

Quickly gets distracted with other tasks that are not important or urgent

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.

Does not understand the balance between getting results and motivating employees

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

1

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Pays attention to the surrounding, the expressions, feelings, and actions of the people before interacting with them

Does not just want to be right to proof a point, rather, is truly interested in the best outcome or solution to a problem

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

Sees beyond the current business model and suggests new ways of working that are different from competitors

2

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

Is afraid to ask for proof of work described in a report when speaking with an employee

Continues monitoring and recording employees phone conversations even when they realize they are making a personal call

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

Believes that good colleagues somehow are just smarter, or find tasks and projects easier than one does

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.

Stays in the office and focuses on own work instead of spending time with project team members, stakeholders, and clients

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

Does little to discourage intolerance between individuals and groups with different cultural practices and beliefs

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

How well can you rate your confidence level before going about an interview process?

Give an instance you were invited for an interview that you did not meet all the requirements and how was the experience?

[employee comments]
MANAGING AT TEAM:

Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success

How do you go about getting cohesion among employees who disagree with everything you say?

[employee comments]
TEAM BUILDING:

Where do you fit in the team work? What is your particular role in that team?

Do you offer good group work and successful management equally to everyone or do you show favoritism?

[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]
EMPATHY:

Can you think of a time when you had to deliver less than ideal news? How did you go about it?

Have you ever decided to delay presenting some information to a colleague because you felt the timing was not right?

[employee comments]
CONCEPTUAL THINKING:

Describe the most complex task you have ever accomplished. What information did you use when handling this task?

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

[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:

Describe a time when your manager put pressure on you. Did you handle the pressure as well as you would have loved to?

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]
PROJECT MANAGEMENT:

How do you motivate your project team and communicate with the stakeholders? How has this contributed to the success of your projects?

Describe the full project life cycle. How have you used the cycle to manage your projects effectively?

[employee comments]
INTERCULTURAL COMPETENCE:

What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs?

What are you doing to encourage individuals and groups with a different cultural background to work with each other?

[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