Use this step by step explanation to craft a good employee performance feedback review for a job captain. Find the right words with quality phrases.
A Job Captain is a member of the Architect's staff who is responsible for overseeing a given project from drafting of the plan to the actual drawings and coordinating of any other element required. This post reports to the project manager, or the architect.
The primary responsibilities for this position includes, ensuring that the draftsmen carry out all the instructions as required, directs the team members at all levels of the contract administration, runs a minimum of 1-2 projects at various stages of work, visiting the sites plus drafting reports of the visits, inspects the drawings and provides feedback to the personnel, representing the client in obtaining bids and awarding the construction contracts, prepares studies and reports.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
| INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc. | Always shows great confidence all the way through the interviewing process. Puts the company in the best light to the candidates and gives factual information. | 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. | Sets the start and end times of a meeting and communicates it to the team members before the actual meeting Announces the structure of the group before starting a meeting so that every member can have the same expectations | 3 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Chooses own words carefully and restrains from making any demoralizing statements that call the employees intelligence into question Offers the employee with training and provides more frequent direction in order to help them improve on weak areas | 2 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Always willing to coach others and is available to demonstrate learning to the team Share achievements of the projects with the rest of the team | 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. | Gives equal treatment to all the coworkers without having favorites Offers equal help to any colleague who needs assistance in completing tasks | 3 |
| PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish. | Is always looking for new ways to help the team members achieve their personal goals as well as the company goals Focuses on achieving personal goals even in difficult circumstances; remains composed and responds to work pressure in a positive manner | 3 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Makes good strategic decisions, looks for good opportunities and makes efforts to overcome competition Attends many live events to get the attention of clients and prospects | 2 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Demonstrates deep understanding of all the key components of reports and proposals Excels at developing paragraphs that introduce, develop, connect, and conclude ideas | 3 |
| MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another. | Demonstrates excellent math skills and applies them effectively when analyzing problems and designing solutions Leads in developing designs that meet safety requirements and legal guidelines | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How well can you rate your listening ability skills when having a conversation? How well do you receive and apply the instructions given out? | [employee comments] |
| INTERVIEWING: Describe an interview you have attended, and you felt you did not perform well? Have you ever arrived at an interview late? How did you perform or what happened? | [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] |
| GIVING FEEDBACK: How often do you discuss a person's performance with him/her? Give a specific example How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [employee comments] |
| TEAM BUILDING: Where do you fit in the team work? What is your particular role in that team? What is the one particular lesson the team learned from you that they did not have before? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Are you a good team player who does not choose which team to join? Do you choose who to support and who not to offer assistance? | [employee comments] |
| PERSONAL DRIVE: Look back to when you were about seven years old. Is where you are now where you wanted to be? If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive? | [employee comments] |
| BUSINESS TREND AWARENESS: Can you think of a new business trend that challenged you most and how did you implement change? What strategies are you using to survey your competitors and are you noticing any results? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: How often do you encourage others to acknowledge cited works? How often do you encourage others to employ writing styles that are reader-friendly? | [employee comments] |
| MECHANICAL SKILLS: What are you doing to improve your math skills and apply them in analyzing problems and designing solutions? What efforts are you making to learn more about safety requirements and legal guidelines when developing designs? | [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: |