Use this step by step explanation to craft a good employee performance feedback review for a cost estimator. Find the right words with quality phrases.
A Cost Estimator is assigned the role of collecting and analyzing data to determine the amount of labor, time and material it would take to produce a product or deliver a particular service. He or she will ensure that all factors are considered before a particular project is undertaken to avoid resource wastage and inconveniences.
Besides that major role he or she will perform the following duties; travel to gather the required information; consult with other professionals to come up with a good estimate; perform cost suitability and profitability; maintain the directory of all contractors, subcontractors and suppliers; develop plans for the project cost; resolve any estimate issues with the clients and prepare and document all cost and expenditure statements.
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. | Understands other people's emotions and feelings and knows how to manage them in the right channel. Address problems before they morph into serious issues with great ramifications. | 3 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Is adaptable and very flexible when trying to identify problems and to find solutions. Always tries to suggest new alternatives of achieving pre-set goals and objectives. | 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. | Stays informed in order to avoid being embroiled in an office scandal, becoming an office outcast or offending someone Avoids topics about colleagues' behaviors, weaknesses, habits, and appearances as much as possible and focuses on those that build the company | 3 |
| REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live. | Thinks about what one wants to achieve and writes it down in order to develop strategies to achieve it Determines things that might happen outside own control, which could make it harder to achieve the goals | 3 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Demonstrates a flexible approach to work on projects in order to achieve cost-savings and to achieve goals Finds ways to overcome obstacles and challenges so that tasks are completed and goals are met | 3 |
| FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day. | Hires a good bookkeeper or uses an accounting software to keep accurate and timely track of the company's income and costs Keeps business trips' costs minimal; does not overspend on luxurious traveling or accommodation | 3 |
| BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times. | Listens carefully to the concerns of others regarding fairness and takes remedial actions where necessary Digs in to find the right answers to complex questions and never bluffs | 3 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Promotes basic awareness and skills training focused on the major principles of diversity Shows willingness to accept feedback, learn, and listen to concerns of others | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Demonstrates sophisticated relational abilities and is known for being political savvy Demonstrates exceptional and genuine respect to people from diverse cultural groups | 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 mapping processes and is an expert at using business process models and flow charts to capture complex scenarios 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? What conflict resolution methods do you feel always has the desired results? | [employee comments] |
| INNOVATION: Give an instance you thought critically and came up with workable solutions? Describe the best and the worst decision you have ever made? | [employee comments] |
| OFFICE POLITICS: What have you done to stay away from office drama and politics? Describe a time when everyone was talking behind your back about a mistake you had made. How did you handle it? | [employee comments] |
| REALISTIC GOAL SETTING: How do you make sure that your own goals match the company goals? How have you ensured that your goals are measurable, achievable, specific and timely? | [employee comments] |
| RESULTS ORIENTATION: Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem? When you have a lot of projects you need to complete, what do you do to accomplish them effectively and promptly? | [employee comments] |
| FINANCIAL MANAGEMENT: What tools/techniques have you used to keep track of the company's cash flow? How have these tools/techniques helped the accounts department? Describe a time when your company was successful in reducing its expenses. What are some of the strategies you used and how did the company benefit from this? | [employee comments] |
| BUSINESS ETHICS: What are some of the contributions you have made in making changes in policies to eliminate unfair elements? Have you ever found yourself in a situation where you had to question someone's integrity? | [employee comments] |
| DIVERSITY AWARENESS: What efforts are you making to promote professional development courses and forums that enhance diversity? What are some of the things you are doing to discourage harassment and bullying of people with diverse views? | [employee comments] |
| INTERCULTURAL COMPETENCE: What are you doing to increase links to networks of individuals and groups from different cultural backgrounds? How often do you encourage others to show respect to people with diverse cultural backgrounds? | [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: |