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

A Biotechnician is liable for assisting the biological researchers and scientists in their duties as well as managing the lab equipment.

The essential functions of this position are providing support to biologists and other scientists in the lab and the in the field, studying the living organisms, experimenting and researching to discover new pharmaceuticals and medical treatments, improving the productivity, advancing forensic processes, developing new technologies, gathering and processing data under the control of a biological researcher, ensuring compliance with the state regulations that regulate their department, understanding and handling the lab equipment, cleaning, setting up and operating lab equipment, gathering and analyzing data in fields like biology, genetics and population.

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

ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit.

Does not follow the company's dress code protocol to the letter

Difficult coming up with workable solutions to basic workplace problems.

1

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.

Keeps meetings short and to the point, while capturing key agendas.

Maintains a high level of discipline and confidentiality when handling tasks and projects.

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.

A difficult person who is too difficult to handle generally or follow rules

Has inferior abilities to establish personal priorities and courses of action

1

ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc.

Stops personal or group emotions from clouding or taking over business judgment

With tight deadlines and budget constraints, remains highly decisive on the measures to take

2

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.

Certain about capability to get any job done and done well

Always brings a smile on the face that can tell enthusiasm from afar

2

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Is not trustworthy thus, is unable to win customers and other employees confidence

Always shirks duties or passes on one's work to someone else

1

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Waits for the annual appraisal instead of keeping assessing own performance and looking for areas that need improvement

Is not trustworthy and does not keep promises; makes commitments or takes on projects but does not deliver

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Does not exert the consistent effort needed to meet own goals; sees own output slipping but does nothing about it

Has trouble meeting tight deadlines and does not pay attention to the needs of other employees waiting for own work

1

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

Sets clear goals but does not maintain a good communication strategy to let others know what is expected of them

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Do you feel that you follow all the rules and regulations to the letter?

Is there teamwork in the organization? How do teams perform when assigned tasks and projects to handle?

[employee comments]
URGENCY:

How can you rate yourself regarding responding to work related duties?

Have you worked overtime in a bid to finish any urgent matter? If yes, how was the feeling?

[employee comments]
FLEXIBILITY:

Do you execute tasks promptly or are you always late?

Are you consistent in following the descriptions given to finish tasks?

[employee comments]
INITIATIVE:

Do you have to be told what to do or you take the lead?

Do you take positive criticism well or do you allow your feeling to lead you?

[employee comments]
ORIENTATION TO WORK:

Are you able to plan on each day's goals and meet targets set by the company?

How well do you relate to your co-workers and management?

[employee comments]
WORK ATTITUDE:

Do you allow others to air their opinions or give you new ideas you can implement?

Are you always armed with the right attitude no matter the situation?

[employee comments]
CONSISTENCY AND RELIABILITY:

Can you provide a specific example that best illustrates your ability to be counted on?

How often do you keep in touch with customers? How do you inform them about new products or services?

[employee comments]
ROLE AWARENESS:

Describe a project that required you to demonstrate role awareness. What was your role and what was the outcome?

How have you helped new and underperforming employees become more aware of their positions in the department or company?

[employee comments]
QUANTITY OF WORK:

Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity?

Describe a time when you had to focus all your attention and energy to get a project done. Did you meet the set productivity goals?

[employee comments]
RESOURCE USE:

Describe a time when you have started a project without all the required resources. Were you happy with the outcome? Explain your answer

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

[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: