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

A Clinical Engineer is accountable for working with various medical professionals and scientists in order to develop new innovations in health care like diagnostic equipment and drug therapies.

The duties for this position include developing everything from artificial tissues to drug therapies, managing an organizations medical equipment, administering the computer's systems that process equipment data or overseeing service contracts, overseeing biomedical technicians and other maintenance staff responsible for ensuring equipment is working safely and effectively, designing new medical equipment, managing an organizations medical equipment systems, improving health care delivery plans and processes, improving health care and delivery plans and processes.

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.

Constantly interrupts, rolls one's eyes, and rehearse what one is going to say next instead of listening and trying to understand the other party

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.

Looks for opportunities to practice different skills, implement new processes, take on new responsibilities and learn a new software

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.

Does not push oneself to take new tasks and projects or gain some extra skills

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 fulfill commitments made to other employees, supervisors, peers and customers

Lacks confidentiality thus is not entrusted with sensitive information either by the manager or other employees

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.

Determines who else is involved in own goals and works together to develop a plan to accomplish them

Keeps the list containing own goals in a place where one can frequently reference them in order to stay motivated

2

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

Nimbly navigates obstacles and problems even when facing complex and unique circumstances

Compares work performance and the expected outcomes against the set standards in order to achieve quality 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.

Develops a company's vision but does not indicate where the company is headed or where one wants it to be

Does not seek help from others even when one really needs it or doesn't understand a crucial part of the long-range planning process

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

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

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

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.

Shows unwillingness to understand individuals and groups 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:

Can you give an example of a time when you have used logic in solving a problem at work?

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 sort of projects did you generate that required you to go beyond your job description?

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

[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?

If you find yourself working with a "boring" team, how do you keep yourself and others motivated?

[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?

What have you done to help other people to set realistic goals? Give the last time you did 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?

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:

Who do you involve when deciding on a long-range plan for your company and why?

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:

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

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?

Are you making any efforts to become more determined to take risks?

[employee comments]
INTERCULTURAL COMPETENCE:

What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs?

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:

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