Use this step by step explanation to craft a good employee performance feedback review for an intermediate architect. Find the right words with quality phrases.

The Intermediate Architect is responsible for preparation of plans and specifications for the construction or alterations of buildings.

The primary responsibilities include supporting the senior planners and engineers on large projects, visiting construction sites to gather information, preparing original architectural plans, diagrams plus data visualization, receives instructions on specific assignment objectives and independently providing solutions for these aims, assisting in writing specifications, working from plans and ideas of others to compile data and perform design computations, recommending procedures in planning matters, performing limited design assignments under the general supervision, independently evaluating, selecting and applying standard preparation techniques, procedures and criteria used to judge minor modifications.

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

LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained.

Does not judge other people but instead offers positive criticism.

Ensures to put to practice all the instructions given for a particular task.

3

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Tries always to question and seek different and varied perspectives of looking at things.

Always approaches challenges in a very creative and intelligent way.

3

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Makes sure to keep the focus of the conversation on the issue or situation at hand

Announces the structure of the group before starting a meeting so that every member can have the same expectations

3

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Thinks about what one is going to say before one says it and what the goal for the conversation is

Speaks to a potential mediator, to help improve the situation, when one is not making headway with someone and needs to do so

2

CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions.

Contains an imaginative personality and always resourceful in times of need

Great at creating new and innovative solutions to common problems

3

EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally.

Always carries a positive attitude that appreciates everyone despite their differences

Treats others with dignity thus preserving the company's culture of respect for all

3

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Highly regarded as entirely credible by all who work together

Helps others understand the value of treating others with dignity and respect

3

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Writes notes of appreciation to employees who are doing exemplary work, makes positive contributions and goes beyond the call of duty

Participates in activities that do not involve work with other employees in order to establish more connection at work

2

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Does own job and goes the extra mile; does more than what the company requires or needs

Expands own skills and knowledge by reading and taking on new projects outside own job description

3

TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace.

Trains others in an area of expertise and always shares knowledge with colleagues

Demonstrates exceptional professionalism and confidence when solving complicated issues and always welcomes new challenges

3

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

Give an instance that you have been defensive during a conversation. How did it turn out?

What are some of the distractions that you have that prevent you from having a good conversation with someone?

[employee comments]
INNOVATION:

What is the worst decision you had ever made when you were trying to solve a particular problem?

Do you delegate work and how has it benefitted you as an individual?

[employee comments]
FACILITATION:

Is there a time when you have faced challenges when coordinating a group? How did you overcome the challenges?

Can you describe a project that required major input from other employees? Who did you choose to work with you and why?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
CREATIVITY:

Do you enjoy thinking creatively and innovatively as well as creating new solutions?

Are you stuck to old methods that do not solve today's problems?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Are you lost in your world such that you don't care about others?

Are you accommodating to other people who are of a different race, age or color?

[employee comments]
ETHICAL BEHAVIOR:

Have you acquired a relationship of trust with other co-workers and management?

Have you fostered an atmosphere of fair treatment in the workplace?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

Describe a time when a colleague asked you to keep something confidential. How did you go about building this trust?

[employee comments]
ROLE AWARENESS:

Describe a time when you have had to adapt to a difficult situation. What made the situation difficult and how did you manage it?

How have you helped new and underperforming employees become more aware of their positions in the department or company?

[employee comments]
TECHNICAL SKILLS:

What are you doing to improve your ability to troubleshoot and maintain basic devices and machines?

What efforts are you making to learn new technologies and remain updated with technology?

[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:

Related Articles