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

A clinical trial manager is tasked with the responsibility of managing clinical trial through implementing useful and effective strategies. He/she is in charge of reviewing trials results by following through all the acceptable clinical standard procedures. They also get to interact with clinical staff to find out how they are managing the clinical strategies.

Other tasks that are undertaken by the clinical managers include; mentoring junior staff members in following clinical procedures, prepare clinical manuals, present clinical reports in conferences, assist with budget preparations, review data collection policies, assist in clinical research projects and overseeing assessments such as screening and testing procedures within the clinic.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Maintaining eye contact is quite a problem and appears to be shy when talking to people.

Maintains a boring conversation by asking close-ended questions that only require one-word answers.

1

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Keeps motivators close; tells other employees what one wants to accomplish so that they can hold one accountable

Makes realistic lists for the day in order to increase motivation to accomplish goals and gain momentum from crossing things off the list once they are complete

2

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.

Constantly watches, tracks and admonishes employees for every slight failing thus makes them feel as if they are not trusted

Goes for the quick fix instead of going to the root of the problem and developing lasting strategies to solve it

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

Has abysmal listening skills that do not care what the employees are saying

1

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Successfully applies knowledge acquired in the daily tasks that are undertaken

Requires only a little guidance to work on a new responsibility

2

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Offers to cover the responsibilities of a colleague while he/she is on vacation

Volunteers to take the lead for an important presentation when a colleague comes down with an illness

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

Documents the disciplinary actions but does not let employees sign them

1

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Lacks enough understanding about the current market trends and does not make enough efforts to improve

Shows little interest to learn more about scientific and technical market research

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

Hardly understands people with diverse cultural backgrounds and does not bother to provide a cohesive environment for everyone

1

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Demonstrates weak oral and written communication skills when sharing an analysis with others

Does not show willingness to learn how to use critical thinking skills when evaluating information

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience?

How do you aim to improve your verbal communication skills to be the best in it?

[employee comments]
MOTIVATING OTHERS:

What types of tasks or projects do you enjoy doing the most? Why?

What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these?

[employee comments]
MANAGING AT TEAM:

Is there a time when you have decided to reorganize a department that you lead? How did you proceed with the process?

What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you make decisions with the employees in mind or do you just consider your own needs?

Do you give a warning for mistakes done for the first time or do you call for corporal punishment to the employees?

[employee comments]
PHYSICAL ABILITIES:

Do you stay updated on the new technology that is in the market for the equipment you are working with

Do you communicate effectively to ensure adequate use of equipment or machines?

[employee comments]
ADAPTABILITY:

Do you prefer an environment with a structured routine or one with new experiences?

Can you describe a situation where you had to move into action without a plan when solving a difficult problem?

[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?

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
BUSINESS TREND AWARENESS:

Can you think of any business trends that you predicted accurately?

What efforts are you making to know what customers want?

[employee comments]
INTERCULTURAL COMPETENCE:

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

What efforts are you making to enhance your knowledge about different cultures?

[employee comments]
ANALYTICAL SKILLS:

What is the most complex analytical task you have ever undertaken?

How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis?

[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