Use this step by step explanation to craft a good employee performance feedback review for a senior structural engineer. Find the right words with quality phrases.
A senior structural engineer leads and supervises other junior structural engineers. They are responsible for quality control of the site investigation to designing of any construction or civil project. He/she is also responsible for making sure that the structural engineers under them follow the set guidelines for investigating sites before construction.
Other duties include providing insights on the best measures to take before construction can begin to ensure safety and are responsible for the designing of the structure by working with his/her team of professionals. The senior engineer also acts as the spokesperson for the team of structural engineers, where he/she communicates all the necessary measures developed for the project.
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. | Expresses great skill of empathy when dealing with other people and tries to understand what they are going through. Ensures to put to practice all the instructions given for a particular task. | 3 |
| INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other. | Has a perfect sense of humor and always makes jokes to make others laugh. Knows how to solve problems by coming up with workable solutions effectively. | 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 Sets up an environment that facilitates discussion; one that everyone can see each other in order to encourage discussions between team members | 3 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Fosters an inclusive workforce where employees' differences and diversity are valued and leveraged to achieve the mission and vision of the company Identifies both the internal and external politics that impact the company processes and acts accordingly | 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. | Treats every suggestion or request from any staff or management equally Encourages and motivates the right behavior when providing all with feedback | 3 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Obtains the required training and trains others to grow their prowess Devises new plans to help out often with severe challenges | 2 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Gathers all the facts and gets inputs from others before making effective decisions Carries a great ability to outline the pros and cons of each course of action | 2 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Avoids taking on projects, checking emails and answering work calls out of working hours Avoids toxic co-workers; stays as away as possible from colleagues who gossip or those that bring negative energy | 3 |
| PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value. | Prioritizes own tasks and puts the most important or the hardest ones first and saves the easier ones for the end of the day Sets a realistic time estimate for each project and tries to complete each one of them within the confines of each time limit | 3 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Possesses multiple certifications in modern technology fields and is working extra hard to get more certifications Embraces the power of virtual workplaces to save time, money, travel, and energy | 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] |
| INTERPERSONAL SKILLS: Give an instance your personality affected your relationships with others. How did you resolve it? How well do you receive and at the same time give constructive feedback? | [employee comments] |
| FACILITATION: Describe the technique you have used to assign roles to group members. How have you found the technique effective? Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it? | [employee comments] |
| MANAGING AT TEAM: Think about a time when you were given a management role. How did people respond to your management efforts? Is there a time when you have praised an employee in public? How did you go about it? | [employee comments] |
| TEAM BUILDING: Are you a team player or a mere observer? What do you need to change? Do you offer good group work and successful management equally to everyone or do you show favoritism? | [employee comments] |
| DEVELOPING OTHERS: Do you consult the rest of the management before you make decisions? What do you spend your energies on ? development or bringing down? | [employee comments] |
| ORIENTATION TO WORK: Are you able to plan on each day's goals and meet targets set by the company? How do you deal with office confrontation and do you feel justice has been served right? | [employee comments] |
| HANDLING STRESS: How do you know a colleague is stressed up? What skills do you use to help colleagues manage stress? Is there a time when your work has been criticized? How did you receive the criticism? | [employee comments] |
| PROJECT AND GOAL FOCUS: Is there a time when you have involved other employees in developing your goals? Give an example How do you differentiate goals that are urgent from those that are important? Give an example | [employee comments] |
| TECHNOLOGY TREND AWARENESS: What efforts are you making to implement the use of virtual reality techniques to improve training and engagement? Are there any times you had to seek for assistance on issues related to new technology trends? | [employee comments] |
Summary |
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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: |