Use this step by step explanation to craft a good employee performance feedback review for a cost consultant. Find the right words with quality phrases.
A cost consultant has the main role of providing estimates concerning the cost of a construction work as well as helping in controlling costs. He/she performs feasibility studies and helps to determine the requirements of the projects as well as assisting in defining the budget of the project.
Other tasks associated with the role include performing analysis and cost estimates, preparing cost estimates, take part in the preparation of cost monitoring reports and estimates, comparing the designs against the budget, performing value and risk management exercises, benchmarking the requirement of the project against similar projects, preparing cash flow projections and cost plans as wells as evaluating value for money.
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 |
|---|---|---|
| CONFLICT MANAGEMENT: Conflict Management is a situation where the interests, needs, values and goals of the involved parties interfere with one another in the workplace where different stakeholders have different priorities. | Communicates ideas and opinions effectively during any form of argument. Knows how to draw out the perspective of unwilling participants. | 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 |
| COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others. | Assigns each group member general roles such as "researcher" or "facilitator" which makes specific task delegation quicker and less arbitrary Meets as a group for the occasional relaxed gathering in order to know each other well and work better together | 3 |
| OFFICE POLITICS: Office Politics is a tool that assesses the operational capacity to balance diverse views of the interested parties of the human interactions that involve power and authority. | Watches and listens to others when there seems to be a conflict in the office in order to determine what issues makes them to react Avoids actions that invite criticism such as being antisocial or choosing obvious sides in a dispute | 3 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Stays composed when presented with new instructions or faced with new situations and manages own negative emotions effectively Demonstrates self-control and recognizes one's own stress triggers and pressure points | 3 |
| LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees. | Breaks down high-level goals into a set of year-by-year metrics in order to track progress towards the goals Reviews the long-term plans at least once a year to make sure that they reflect changes in the company's markets and its position | 3 |
| SALES ABILITY: Sales Ability is the skill to understand your product's features and being able to present their benefits accurately and persuasively to the customers. | Possesses the self-discipline to serve customers and develops business relationships with customers on successive sales calls Is able to express own feelings confidently and clearly to both clients and prospects | 2 |
| 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 efforts to implement policies that drive change towards the latest trends Makes efforts to adjust and respond more quickly to new trends | 2 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Always a step ahead of competitors and always craves to learn more Analyzes every situation, conducts research, compiles data, and makes conclusions based on facts obtained from the research | 3 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Excels at identifying points at which improvements can be made by simulating processes and observing the processes in action Sets measurable benchmarks for tracking processes and uses the recorded data to set standards of completing future processes | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CONFLICT MANAGEMENT: Explain an instance where you managed to mediate in any conflict. What were the results? Have you ever been in a conflict? How did you solve it? | [employee comments] |
| INNOVATION: Give an instance that you had to fall on your plan B when things did not work out as intended? How well do you work with a group or team to come up with innovative ideas? | [employee comments] |
| COLLABORATING WITH OTHERS: Can you give the best example of a time when you worked cooperatively as a team member to complete an important task? Describe a time when you have had to work with a difficult team member. How did you handle it? | [employee comments] |
| OFFICE POLITICS: Are there times you have considered being a part of gossip in order to know what is happening in the company? If yes, was the information helpful? How would you rate your ability to work with others? | [employee comments] |
| SELF AWARENESS: Are there times when you have been able to avoid negative situations at work? What did you do? Is there a time when you said something to your supervisor and later regretted saying it? What did you do? | [employee comments] |
| LONG RANGE PLANNING: How do you make sure that your long-term goals do not conflict with your short-term goals? Describe the most successful long-term goal that you have accomplished. How did you go about making it a success? | [employee comments] |
| SALES ABILITY: How often have you exceeded your sale's targets? Describe times when you have been awarded for consistently exceeding the set sale's targets What social media channels have you used to look for prospects? How has social media improved your sales ability? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your accuracy in predicting future business trends? What strategies are you using to survey your competitors and are you noticing any results? | [employee comments] |
| ENTREPRENEURIAL THINKING: Can you think of a situation where you became sidetracked from your venture? How did you correct the situation? Are you making any efforts to become more determined to take risks? | [employee comments] |
| PROCESS IMPROVEMENT: Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake? What efforts are you making to improve your ability to detect the root cause of errors in processes? | [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: |