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

A Biomedical engineer is liable for applying engineering principles and materials technology to the healthcare department through researching, designing and developing medical products like joint replacements and robotic surgical instruments.

The essential functions of this position include liaising with technicians and manufacturers to ensure the feasibility of a product in terms of designs and economic viability, working closely with other medical professionals like doctors, therapists as well as patients and caregivers, discussing and solving problems with manufacturing, quality, purchasing and marketing departments, arranging clinical trials of medical products, investigating the safety-related incidents, training the technical or clinical staff, testing and advancing clinical equipment, meeting with senior health services staff or other managers to exchange findings.

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.

Avoids resolving disputes thus creates more problems down the line when the problem becomes exaggerated

Makes a case for how wrong the other person is and stays stuck in own point of view

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.

Volunteers a few hours a week with a community association in order to gain valuable experience that can be used in the workplace

Seeks out opportunities for growth and expanding self horizons in order to have more to offer at work

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

Does not complete tasks and projects on time and often complains about how hard it is to accomplish them

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 express concern for doing things better or producing quality work

Lacks clear vision of where the company is headed and the goals that need to be accomplished

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

Considers how own goals fit with other plans one has in life in order to avoid conflicting plans that can cause problems

2

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

Develops personal work plans, with a corresponding contingency plan for each, in order to structure work and receive the required results

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.

Gives up when one encounters barriers that seem to impede own progress on long-range planning instead of modifying the plan accordingly and moving forward

Does not know how to anticipate situations that may break the long-range planning process thus panics or blames others when the situations do happen

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

Solves the current problem but does not gather the necessary resources to prevent the problem from happening again in the future

1

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

Does not consider how ordinary things can be improved and is afraid to go against the majority to implement changes

Always pessimistic about all possibilities and easily falls prey to naysayers

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

Demonstrates poor relational abilities and is never recognized as being political savvy

1

Self Evaluation

Self Evaluation Question

Employee Comments

DISPUTE RESOLUTION:

Describe an instance where you have had a dispute with a customer. How did you deal with it and what was the outcome?

Describe a time when you have had to cope with a hostile subordinate or colleague. How did you handle him/her?

[employee comments]
COMPETITIVENESS:

Are there times you have had to demonstrate leadership skills at work in order to stand out from the rest of your colleagues?

What have you done to increase your knowledge and understanding about competitiveness in the workplace?

[employee comments]
ENJOYMENT OF THE JOB:

How do you maintain enjoyment of the job after experiencing a setback on your way to achieving your goals?

Can you describe a working environment that makes you happy and more productive?

[employee comments]
PERSONAL ACCOUNTABILITY:

What steps have you taken to improve your effectiveness in the company, workgroup and your career?

What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine?

[employee comments]
REALISTIC GOAL SETTING:

How do you make sure that your own goals match the company goals?

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem?

Describe a time when instructions on a project were not clear. What made them unclear and what did you do?

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer

[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]
ENTREPRENEURIAL THINKING:

Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges?

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

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[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: