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

A Bioinformatics Developer is liable for carrying out required DNA and molecular biology based research projects and run them in computational programming systems while implementing the automation of genomic processes and simplifying the analyzed data in computer systems software.

The essential functions of this position are working with the lead developer on bioinformatics software development projects, developing test software that are developed by creating test data and testing codes, documenting and reporting progress and task completion using issue tracking and email, identifying and documenting requirements and specifications for software in cooperation with other team members and through interactions with users, recording software using Javadoc, confluence etc.

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

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Appears disinterested in assisting colleagues who are struggling to improve their professional skills

Is afraid of taking new challenges. Consistently passes challenges to others instead of tackling them head on

1

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Periodically thanks one's employer for being chosen to participate in a new team project or for the opportunity to work at the company

Is not bothered by typical annoyances at work; does not care about petty issues because one is focused on bigger issues

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Does not acknowledge responsibility for failures and mistakes and always blames others when things don't turn out as expected

Pretends to know everything and does not let other employees know when one does not know how to go about doing something

1

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Tries to achieve too many goals at once thus makes it harder to achieve any of them

Quits too soon; gets discouraged when things don't turn out as expected instead of trying again

1

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Takes the initiative to contact customers or research the effectiveness of the suggested solutions; continues to try new solutions until the desired result is achieved

Plans, prioritizes and balances tasks in order to meet goals, commitments, and deadlines effectively

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.

Finds out the competitors' strengths and weaknesses and looks for ways to adopt or exploit them

Identifies strategies to improve customers' satisfaction and conducts surveys to find out if the strategies are working

2

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

Is reluctant to use project resource management tools to track a project or improve its accuracy

1

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Looks for shortcuts rather than putting more effort into the business venture

Makes poor financial decisions and has poor money management skills

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

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 awareness about the customer experience offered by a product

Poor at communicating information and is hardly able to answer most questions related to a product

1

Self Evaluation

Self Evaluation Question

Employee Comments

COMPETITIVENESS:

What sort of projects did you generate that required you to go beyond your job description?

Are there situations where you made periodic mistakes while trying to learn something new?

[employee comments]
ENJOYMENT OF THE JOB:

What techniques and processes have you come up with to make your job easier or to be more effective at work?

Do you prefer working as part of a team or alone? Given a choice, what percentage of your time would you allocate to each?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made?

Describe a time when you had to admit to your supervisor that you had made a mistake. What happened?

[employee comments]
REALISTIC GOAL SETTING:

How do you decide on your goals? How do you ensure that they are realistic?

How do you prioritize your goals in order to make them more achievable?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you have handled a project that demanded a lot of effort? How did you go about it?

Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it?

[employee comments]
LONG RANGE PLANNING:

Who do you involve when deciding on a long-range plan for your company and why?

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 factors have you considered when managing resources at work?

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]
ENTREPRENEURIAL THINKING:

What are your doing to improve your money management skills?

What are some of the things you are doing to improve your business and marketing skills?

[employee comments]
INTERCULTURAL COMPETENCE:

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

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

[employee comments]
PRODUCT KNOWLEDGE:

Were there any times where you were able to demonstrate how to use a product together with another?

What are you doing to improve your ability to explain to a client how a new product works?

[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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