Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a cytogenetics technical specialist.
A Cytogenetics Technical Specialist is tasked with the primary role of undertaking examination of the cells chromosomal makeup to determine genetic defects that cause diseases using a process known as Karyotyping. He or she will cultivate and prepare biological specimens before examining them after which they analyze and report their findings.
Tasks that he or she will also get to handle include; operating and handling all lab equipment, perform various cytogenetic tests, document and present findings when required, supervise other lab personnel, prepare slides for culturing, develop training programs for lab personnel, perform computer image analysis, undertake research report writing, harvest prepare and stain slides before microscopic analysis, and performing other assigned duties.
Employee Performance Goals Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Performance Goals for Next Period | |
Performance Goals | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: Prepare well before any negotiation process to have concrete facts and figures that will help close deals. Learn the art of compromising at some point to achieve a win-win solution that will benefit all parties involved. | [employee comments goal] |
| FACILITATION: Encourage member to member dialogues more than facilitator to member dialogues on discussion boards Answer all emails from group members in a timely manner or assign someone to do it if one is not in a position to | [employee comments goal] |
| PARTICIPATIVE MANAGEMENT: Present topics for discussion that help employees develop their presentation skills Present new roles to employees and allow them to study them before they are allocated | [employee comments goal] |
| SUPERVISORY SKILLS: Demonstrate a flexible leadership style that is friendly and helpful Develop a managerial style that seeks to honor and respect each employee for their worth | [employee comments goal] |
| COMMITMENT TO THE JOB: Be punctual and consistent on time to work, meetings and functions Take the initiative to meet the needs at hand rather than wait to be told what to do | [employee comments goal] |
| USING COMMON SENSE: Lead by example; show others how to be open, thoughtful, and nonjudgmental in all situations Take the time to learn and understand others before one decides what one thinks about someone | [employee comments goal] |
| QUALITY OF WORK: Check the team's schedule to see if there are tasks that one could cut to give team members more time to concentrate on higher-priority tasks Allow enough time for tasks or projects in order to avoid feeling overloaded and increasing chances of errors | [employee comments goal] |
| BUSINESS ETHICS: Demonstrate responsive attitude towards the concerns of others regarding inequality and unfair treatment Coach others on the role and importance of honesty, fairness, and integrity | [employee comments goal] |
| INTERCULTURAL COMPETENCE: Increase links to networks of individuals and groups from different cultural backgrounds Attend and promote group meetings and events that include people from different cultures | [employee comments goal] |
| TECHNOLOGY SAVVY: Encourage others to embrace the embrace the power of computers to process tasks more efficiently and accurately Learn to ask for assistance when faced with challenges related to operating modern electronic devices | [employee comments goal] |
Summary |
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Sections 1-2: To be completed by the supervisor Section 3: To be completed by the employee |
1. Goals completed since last performance feedback |
2. Goals for next period |
3. 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: |