Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a chemical analyst. Find the right words with quality phrases.
A chemical analyst is responsible for finding out what chemical substances are composed of, processing this information and communicating it. He/she separates mixtures using various techniques and studies how materials and energy react to find out the composition, chemical or physical properties, and reactions of compounds.
Other duties include preparation of solutions and compounds to use for conducting tests; work together with other scientists and researchers to develop tests, conduct analyses and interpret results; publish findings on industry or scientific journals; develop or discover new products; prepare reports, technical papers and standards for the processes, products and tests as well as develop formulas, equipment and processes and also improve on them.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Allows external opinions or difficulty in changing a situation to be an excuse for one not to follow own heart when making a decision Waits around for the most perfect or ideal choice instead of figuring out the best criteria for making an adequate decision | 1 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Delivers negative feedback in a tactful and assertive manner yet in a straightforward way Offers the employee with training and provides more frequent direction in order to help them improve on weak areas | 2 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Does not show willingness to listen to new ideas and opinions from other employees and clients Ignores solitude; does not see the need to set some time for self-reflection | 1 |
| COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization. | Has trouble connecting with other employees and does not participate in departmental functions or activities Often meets missed commitments and deadlines with explanations, finger-pointing, rationalizations and excuses | 1 |
| PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results. | Tries new things and gets outside own comfort zone in order to improve one's ability to think practically Sets aside the problems over which one has no control and concentrates own efforts on those that one can potentially solve | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Continuously looks for and acts upon opportunities in order to improve service, quality and productivity standards of the company Develops personal work plans, with a corresponding contingency plan for each, in order to structure work and receive the required results | 2 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Allows oneself to feel overwhelmed with the thought of completing a large project instead of breaking the project down into smaller, manageable tasks Does not know how to improve own concentration when one is faced with distractions | 1 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Regards use of technology as a waste of the company resources rather than a way to improve productivity Solves the current problem but does not gather the necessary resources to prevent the problem from happening again in the future | 1 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Rarely completes assigned work on time and devotes a lot of time on non-priorities Miscalculates the time required to complete projects and ends up missing deadlines | 1 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Does not bother to implement parallel processing aimed at improving efficiency of processes Does not bother to identify points at which improvements can be made | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently? Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it? How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [employee comments] |
| SELF AWARENESS: Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it? Is there a time when you received feedback about your work, and you had to disagree? What happened? | [employee comments] |
| COMMITMENT TO THE JOB: Are there times you have come in early or stayed late in order to meet a deadline? What has been your major work-related setback? What happened and how did you manage to keep moving forward? | [employee comments] |
| PRACTICAL THINKING: How have you helped other employees improve their ability to think practically? How has this benefited the company? How do you ensure that a certain source of information is reliable? Is there a time when you have made mistakes because someone had given you the wrong information? How did you handle the situation? | [employee comments] |
| RESULTS ORIENTATION: Describe a time when you have been very successful in accomplishing your goals. What made this possible? Describe a time when instructions on a project were not clear. What made them unclear and what did you do? | [employee comments] |
| DEADLINES - ON TIME: You are currently working on a project that is due in a few hours. Your boss assigns you another project that is due at exactly the same time as the current one. What do you do to make sure that you meet both deadlines? How do you determine how much time is needed to finish a certain task? Is there a time when you have felt overloaded with work? What did you do? | [employee comments] |
| RESOURCE USE: Describe a time when your company has experienced the highest employee turnover. What was the problem? What are some of the things that you have done to prevent high employee turnover? What are some of the project management tools that you have used to keep track of your projects or automate important aspects of a project? | [employee comments] |
| TIME MANAGEMENT: Do you plan your time and evaluate how you use it periodically when working on a project? How do you react when you realize that time is running out and you are yet to finish a project? | [employee comments] |
| PROCESS IMPROVEMENT: Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake? Have you ever failed to map existing processes and how did you correct the mistake? | [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: |