Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a bioinformaticist. Find the right words with quality phrases.
A Bioinformaticist is accountable for conducting researches using bioinformatics theory and methods in areas like pharmaceuticals, medical technology, biotechnology, computational biology and proteomics as well as designing databases and developing algorithms for processing and analyzing genomic knowledge or other biological information.
Primary responsibilities include using the data collection and modeling to analyze biological data, generating mathematical models, developing dynamic simulations and conducting pattern analyses of biological systems, designing new survey methodologies, programming a statistical model to give accurate records, develop databases to compile vast amounts of information, consulting with other researchers and scientists to analyze data sets, using specialized computer software to identify and classify components of a biological systems.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency. | Tends to procrastinate work that is assigned leading to piling up of work. Delivers work way past the deadline and does not explain reasons for that. | 1 |
| TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback. | Displays good leadership skills and has great abilities to influence others. Encourages other team members to continue to improve themselves and to do well at all time. | 2 |
| KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise. | Does not know how to present information or data to key decision-makers or stakeholders in order to support their decisions Is not able to bring together aspects of a policy or trend into a clear picture for other employees to understand | 1 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Sets goals but does not know how to come up with a good plan to accomplish those goals Does not show the willingness to volunteer for projects, participate in hosting events or be part of work groups | 1 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Gives constant encouragement and constructive suggestions to subordinates assisting them in their work Stimulates productive discussion sessions with the workforce for a decisive action plan | 2 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Highly efficient timekeeper ensuring projects are delivered within the set deadlines Leads others to embrace challenging projects that no one wants to work on | 2 |
| FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance. | Struggles to adapt to bigger changes at work that affect the whole department Not consistent in following the job descriptions given ending up not understanding what to do | 1 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Not as experienced and knowledgeable as shown in the application Does not think outside the box and is always afraid of making concrete decisions | 1 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Exhibits very little endurance in the pursuit of career growth Works on the same project for an extended period and ends up failing to meet the objectives | 1 |
| ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude. | Gets overwhelmed when multi-tasking. Feels overloaded when juggling several tasks or when under pressure Adapts well to small changes, but struggles when there is a larger issue that affects the whole office or department | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| URGENCY: Have you at any time taken extra work when called upon by others? Have you worked overtime in a bid to finish any urgent matter? If yes, how was the feeling? | [employee comments] |
| TEAMWORK SKILLS: How well do you work while you are on a team or a group? Do you always have a tendency of blaming others for the mistakes made? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome? What have you done to help improve your knowledge of your company's processes? How has this helped you and your colleagues? | [employee comments] |
| KNOWLEDGE OF JOB: How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job? Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role? | [employee comments] |
| SUPERVISORY SKILLS: Have you discovered your strengths and identified areas that need improvement? Are you good at decision making and dealing with confrontation? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Do you cultivate a team spirit through all forms of communication? Do you deserve a promotion gauging from the work you have done as a team? | [employee comments] |
| FLEXIBILITY: Are you flexible enough to take on new urgent tasks that do not originally belong to you? Are you consistent in following the descriptions given to finish tasks? | [employee comments] |
| INITIATIVE: Have you sighted any improvement from the last evaluation season? Do you have the ability to plan your personal goals and accomplish them? | [employee comments] |
| PERSONAL GROWTH: Do you consider the requirements carefully before handling any task? Are you available to attend training and coaching workshops and do you benefit from them? | [employee comments] |
| ADAPTABILITY: Can you describe a project or situation which required you to remain open-minded and flexible in order to succeed? Can you think of a time when your task or project suffered a setback? How did you react? | [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: |