Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a biofuels/biodiesel senior research scientist. Find the right words with quality phrases.

A Senior Research Scientist is liable for developing new products and contributing to scientific understanding within their field in companies.

Primary responsibilities for this position are proposing, planning and managing research projects, report preparation, and presentation of their findings, leading the formulation, development, and optimization of new programs, designs, and prototypes, participation in research expressing and writing with other staff members, assessing new technologies and future applications of technologies, designing and conducting experiments in a laboratory setting, collecting and analyzing data, preparing reports, publishing and presenting reports and research papers, developing new theories and methodologies, serving as team leaders for the projects.

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

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Hardly improves in any given task and continues to neglect new opportunities presented

Does not perform under pressure and finds it hard to adjust to new or challenging atmosphere

1

WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there.

Always works past the can't do attitude to ensure difficult tasks are done

Seeks to do the more challenging tasks and does them well

2

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

Not able to stay poised and calm when presented with a dilemma or a sudden troubling event

Shows reluctance when asked to take over others in the same office or department when necessary

1

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Sets goals but does not keep track of the progress or celebrate the smaller goals one has achieved

Does not share one's goals with colleagues in order to avoid being held accountable to it

1

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Speaks positively to own bosses and provides quality feedback about the people one works with

Introduces oneself to colleagues at social work events such as retreats, holiday parties, and conferences in order to know them better

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Assigns team members deadlines for the projects that are much earlier than what one actually needs in order to give time for changes and other reviews

Lets employees and colleagues know what is going on behind the scenes in order to help them prepare for changes

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Develops a company's vision but does not indicate where the company is headed or where one wants it to be

Does not take the time to track own progress on the plan or make modifications

1

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Uses the company resources for unnecessary ventures rather than for ventures that increase its productivity

Is reluctant to use tools that allow teams to collaborate and improve their productivity as well as that of the company

1

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

Shows unwillingness to understand individuals and groups with different cultural practices and beliefs

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

1

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Demonstrates little outstanding understanding on how a product compares to rival products

Does not know how to fix the most basic problems associated with a product

1

Self Evaluation

Self Evaluation Question

Employee Comments

INITIATIVE:

Are you prepared to learn new skills and incorporate them into your work?

Do you establish personal priorities to enable you to complete first tasks first?

[employee comments]
WORK ATTITUDE:

Are you focused on doing a thorough work on all tasks assigned without any complaint?

Are you emotionally stable or do you flare up in uncontrollable anger?

[employee comments]
ADAPTABILITY:

What is the biggest change you have dealt with and how did you cope with it?

Can you think of a time when your task or project suffered a setback? How did you react?

[employee comments]
PERSONAL COMMITMENT:

Describe a time when you did not deliver your promise. What was the promise? How did you fix the situation?

Describe a great change that occurred in a project you were working on. How did you adapt to this change?

[employee comments]
PERSONAL RELATIONSHIPS:

Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace?

Is there a time when you have chosen to trust a colleague to handle a very sensitive project for you? What was the outcome?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have met resistance while trying to implement a solution to a future problem? Describe the situation

How have you helped employees who are behind schedule to improve their performance and meet deadlines?

[employee comments]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

How have you helped your team members meet their long-term goals? How has this benefited the company at large?

[employee comments]
RESOURCE USE:

What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively?

How have you ensured a fair and balanced resource allocation when planning your projects or tasks?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

Are you actively involved in professional development courses and forums that enhance intercultural competency?

[employee comments]
PRODUCT KNOWLEDGE:

What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product?

How often do you adhere to procedures and policies that guide products and services?

[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:

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