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

A Scientific Informatics Analyst is liable for replacing, improving, recreating and organizing the information in the business systems in a way that it can be accessed, retrieved and utilized for the required professional purpose.

The key responsibilities of this post involve managing analysis of risk data and investment using the descriptive and inferential statistics, enhancing the quality and utilization of data, helping in applying the predictive model trends for rate planning, developing, implementing, organizing and maintaining the information, reporting in a way the information is understood and documented, collaborates with the rest of the team to give accurate data, monitoring quality programs, making efforts to improve them, compiling data from multiple sources, importing data into relevant databases, ensuring there is appropriate transfer of data.

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

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Is not used to trusting oneself and has to run every suggestion or decision past every employee first before implementing it

Does not look at the consequences of one's decision or how one's life or career will look like if they chose a particular path

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

Constantly offers praise for jobs well done in order to reinforce positive behavior and boost morale of the employees

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 create time after work to think about the day or meditate about one's own life

Represses one's own emotions and denies their causes and lacks the ability to bend and flex with them

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.

Shows disinterest in contributing innovative or creative ideas and is reluctant to find more effective ways to perform tasks

Does not speak up even when one knows things are not being dealt with directly and honestly

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.

Volunteers in community activities in order to have a new look of the world and think practically

Evaluates own options taking into account their pros and cons in the situation one is in

2

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

Carefully monitors and appreciates the quality of work one has provided as well as that, which other people provide

Aligns personal goals with those of the team or company and works hard to achieve them promptly and efficiently

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.

Agrees to a deadline that one knows is unattainable thus ends up unsatisfying the person who assigned the project and ruins own reputation

Keeps a to-do list but does not use it effectively thus ends up missing an important task or deadline

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

Sets unrealistic goals that are highly unachievable thus ends up wasting plenty of the company's time and resources

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.

Delivers low-quality work to beat the clock and is poor in time-management

Rarely seeks assistance to solve a problem quickly and ends up struggling to catch-up with others

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.

Hardly knows the root cause of errors in processes and is always unable to correct existing problems

Does not demonstrate willingness to learn new procedures and hardly encourages others to undergo training on new procedures

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?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
SELF AWARENESS:

Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client?

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?

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[employee comments]
PRACTICAL THINKING:

How have you helped other employees improve their ability to think practically? How has this benefited the company?

Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about it?

[employee comments]
RESULTS ORIENTATION:

What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently?

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

[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?

What are some of the things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines?

[employee comments]
RESOURCE USE:

What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively?

Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences?

[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:

Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made?

How often do you use existing benchmarks to complete processes in accordance with the set standards?

[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:

Written by on