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

A Bioinformatics Engineer is accountable for carrying out research procedures with the help of bioinformatics methodology and hypothesis which include medical informatics, computational biology, medical technology, biotechnology, etc.

The primary duties of this post are providing assistance for the proper functioning of the analysis and unified stem cell information management systems, enforcing the information security and user access control activities when required, facilitating the analysis and centralized stem cell information management systems, upholding and producing the reports of system level for the applications, procedures and knowledge as per the requirement, providing support to the scientists in the improvement of the examination methodologies and software solutions, providing support to the scientists in the development of the survey work and innovative information visualization solutions.

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

DISPUTE RESOLUTION: Dispute Resolution is the method used to resolve disputes, conflicts or claims between two parties including arbitration, mediation, negotiation, and litigation.

Assumes that one knows what others are thinking and feeling instead of asking about their thoughts and feelings

Often refuses to talk or listen when the other party wants to discuss a troubling issue

1

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.

Reads books and attends webinars, workshops, classes, seminars, etc. that help in professional growth

Grabs every opportunity that helps in getting noticed at work as this is a great step to building a professional competitive reputation

2

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

Finds oneself distracted by worrying about other things to be done thus, loses energy to tackle the task at hand

Often gets frustrated and depressed when a project does not turn out as expected or after making a mistake

1

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.

Establishes criteria for success in order to make it easier to track the goals' progress and know when one has achieved them

Makes goals for oneself without being concerned about what others want in order to make them personally meaningful

2

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

Takes responsibility for resolving problems and works diligently in order to find the most effective solutions when problems occur

Uses the appropriate methods, tools, and criteria in order to regularly evaluate the company's processes, services, and deliverables

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.

Does not keep employees motivated by recognizing their hard work thus experiences a high employee turnover

Does not take the time to learn employee's strengths and skills thus matches the employees with inappropriate tasks

1

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

Reacts emotionally to obstacles and challenges faced when executing ideas and does little to overcome them

Does little to execute ideas and never bothers to seek advice on untested ideas

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 develop programs and policies that are acceptable to people with different cultural practices and beliefs

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

DISPUTE RESOLUTION:

Describe a time when you have facilitated a solution to a problem between two employees. How did you go about it?

Some issues require developing a unique problem-solving approach. Can you describe a time when you have had to develop a new approach to solve a problem?

[employee comments]
COMPETITIVENESS:

What are some of the projects, tasks or activities you took part in to improve your personal skills?

Have you ever participated in a networking event? How did you interact with other people attending the event?

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you went beyond your employer's expectations in order to get the job done

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:

Describe an occasion when you chose not to complete a task, for whatever reason. What happened?

Would you rather design procedures and plans or implement/manage them? Why?

[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:

Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them?

When you have a lot of projects you need to complete, what do you do to accomplish them effectively and promptly?

[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?

What are some of the things you have done to improve your ability to plan for the future?

[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]
ENTREPRENEURIAL THINKING:

Can you think of a situation where you became sidetracked from your venture? How did you correct the situation?

What efforts are you making to stay ahead of your competitors and learn from them?

[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]

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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