Research scientist performance appraisal
You can use suggestions below to make performance appraisal
for Research scientist. You should that the appraisal depends on appraisal
method (ref 11 methods of performance appraisal), appraisal form (ref top 20
performance appraisal forms) and appraisal system.
1. Employee Details
• Employee Name
• Review Period
• Position
• Date of joining
• Department
• Review Date
• Line Manager
2. Work performance of Research scientist
How to identify work
performance of Research scientist?
• Setting up KRA,
duties, responsibilities.
• Identify weight
point of each KRA/duty/responsibility.
Using the 4-point
scale below, please assess your employee performance in the following areas:
• 4 – Performance was always successful, consistent and
respectable and at times clearly superior and exceeding standards.
• 3.5 – Performance was at most times clearly superior and exceeding standards.
• 3 – Performance was successful, consistent, and respectable in every regard
with few exceptions.
• 2.5 – Performance at times was inconsistent and did not meet standards.
• 2 – Performance at most times was inconsistent and did not always meet
standards.
• 1 – Performance was overall unsuccessful and unacceptable with regard to
expectations and the requirements of the position.
Then, you can create
a table with columns: No, KRAs, weight, performance score, descriptions.
3. Job objectives of Research scientist
List the objectives
you set out for your staff (Research scientist) to achieve in the past 12
months (or the period covered by this appraisal) with the measures or standards
agreed – against each comment on achievement or otherwise, with reasons where
appropriate.
Score the performance
against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 =
excellent):
Then you create a
table with columns: No – Objectives – Measure/standard - Score - Comment
4. Job competencies
Discuss and agree the
skills, capabilities and experience required for competence in current role,
and if appropriate, for readiness to progress to the next role or roles.
Using the 4 point scale below, fill up the following table:
• 4 – Exceeds expectations
• 3.5 – Somewhat Exceeds Expectations
• 3 – Meets expectations
• 2.5 – Somewhat meets expectations
• 2 – Less than expectations
• 1.5 – Somewhat less than expectations
• 1 – Inadequately short of expectations 4
5. Career development of Research scientist
Discuss and agree (as
far as is possible, given budgetary, availability and authorisation
considerations) the training and development support to be given to help the
appraisee meet the agreed objectives above.
6. Overall rating of Research scientist:
• Exceptional
• Strong
• Fully Competent
• Continued Development
• Poor
• New to Position
Other comments:
7. Signatures
Name of Manager
Designation
Signature
Date
Appraisal acceptable to Employee: Yes / No Date
Signature
Research scientist’s Signature
Comments, if any
New Title (if applicable)
Date
Distribution: (1)
Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to
Manager / Supervisor.
Please note that, forms of performance appraisal can be peer
form, self-appraisal form, sub-ordinate form, 360 degree form, MBO template,
review phrases, HR dept comments…
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