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

A Senior Biomedical Engineer is liable for overseeing the biomedical engineering department by conceptualizing and prototyping new physiological monitoring devices, coordinating design activities, reviews, reporting design progress and evaluating results.

Essential duties for this position include providing physiological expertise in medical and biological sciences to facilitate advances in non-invasive monitoring devices, providing software and algorithm development expertise systems, planning, advising, analyzing, designing, testing and managing highly complex engineering systems, responsible for design and development of systems that span the engineering disciplines of biomedical, algorithm development and PC software, mentoring other engineers and technicians, serving as a technical leader for major advanced development projects including the development of devices in the new technology.

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.

Demands that the other person sees things the same way and takes it as a personal attack when they have a different opinion

Avoids admitting any weaknesses at all costs and blames and criticizes the other person for the situation at hand

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

Knows how to empathize and sympathize with co-workers in order to build harmony and avoid conflicts in the workplace

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.

Always focuses on the negative aspects of one's job and does not seem interested in exploring the positive side of it

Is always late at work and takes sick leaves even when it is not necessary

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 make personal sacrifices like getting to work early or leaving late to complete a task or to handle challenging schedules, goals, and budgets

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.

Reflects and writes down specific benefits and reasons for accomplishing a certain goal in order to make the goal more realistic

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.

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

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

Creates an action plan that is hard to change or update thus gets stuck when a plan experiences an unexpected change

1

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

Uses the company resources for unnecessary ventures rather than for ventures that increase its productivity

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

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

Takes uncalculated risks and jumps blindly into action without considering the likelihood of failure

1

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Constantly disrespectful to people with diverse cultural backgrounds and often alienates them

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?

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

[employee comments]
COMPETITIVENESS:

What is one thing you would like to improve about yourself in order to be more competitive at work?

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?

Are there times when you have helped other employees love their jobs? How did you go about it?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a time when you were asked to handle a tough problem which challenged your personal accountability? What was the outcome?

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

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

Is there a time when you felt that you did not have what it takes to achieve your goals? How did you deal with this?

[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?

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?

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

Describe a time when you identified a project that was consuming more company resources than needed. What did you do with the project?

[employee comments]
ENTREPRENEURIAL THINKING:

Were there any times where you felt that you were less optimistic than other times?

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?

What are you doing to encourage individuals and groups with a different cultural background to work with each other?

[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: