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

An estimator project manager is responsible for estimating all project costs to ensure that projects are done in line with the cost estimates. He or she will work closely with contractors and sub-contractors to ensure that the project deliverables are met within the stipulated timeframe. Furthermore, he or she will get to resolve and if need be, escalate all project estimation issues to the senior management.

Other duties that he or she can handle include; estimate all requirements that pertains to the projects, coordinate all project proposals, examine project work orders, maintain projects? high standards, attend meetings of the project and ensure that it abides by all the laid down procedures, coordinate all project activities and liaising with contractors and subcontractors.

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

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.

Answers questions in a very clear and concise manner that everyone in the room understands.

3

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Knows how to communicate ideas and issues easily in a very clear and concise manner.

Demonstrates excellent problem-solving skills by accessing a problem and devising the best possible solution for it.

3

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Does not stock one's work; prioritizes and schedules own tasks and delivers quality work without missing deadlines

Regularly asks for feedback in order to know what others expect, any weak areas and what one needs to work on first

3

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Keeps the communication lines open in both directions in order to allow team members to address their thoughts, issues, comments, and questions

Puts a standard in place for how to reach each other out and how to be ready for an emergency call

2

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Does not pause to be told what to do, always seeks new tasks to work on

Always ready to take on new tasks whenever it happens

3

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.

Stand up tall with confidence when making decisions that require much thought

Carries a great ability to outline the pros and cons of each course of action

2

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.

Reflects and writes down specific benefits and reasons for accomplishing a certain goal in order to make the goal more realistic

Keeps the list containing own goals in a place where one can frequently reference them in order to stay motivated

2

COST CUTTING: Cost Cutting is the ability to reduce costs or workplace expenses that may be excess costs that can be limited.

Conducts meetings to educate employees on the need to cut costs and asks suggestions from them on the same

Joins with trade associations or other companies in order to enjoy bulk purchasing discounts

2

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Works efficiently and effectively to meet deadlines regardless of whether one is under pressure or not

Identifies, analyzes, and prioritizes both internal and external project issues and develops mitigation plans

3

DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness.

Treats everyone the way they wish to be treated and never alienates others

Implements exceptional strategies for attracting a fully diverse pool of applicants for vacant positions

3

Self Evaluation

Self Evaluation Question

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]
CRITICAL THINKING:

How well do you consider all the factors available before making your decision?

When expressing your ideas do you deliver them in a logical manner?

[employee comments]
KNOWLEDGE OF JOB:

How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job?

Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role?

[employee comments]
MANAGING REMOTE TEAMS:

In your opinion, do you find working remotely more effective than the normal office setting or the other way around? Why?

How do you make sure that your remote workers use technology for work purposes only other than for personal gain?

[employee comments]
INITIATIVE:

Are you pushed to think creatively and explore new opportunities?

Do you take positive criticism well or do you allow your feeling to lead you?

[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]
REALISTIC GOAL SETTING:

Describe step-by-step, how you go about setting your goals. How do you determine your goals' requirements?

What have you done to help other people to set realistic goals? Give the last time you did this

[employee comments]
COST CUTTING:

What are some of the things that you have done to help cut costs in your company?

Given a chance, what are some of the things you would change in your company to help it cut its expenses?

[employee comments]
PROJECT MANAGEMENT:

How do you motivate your project team and communicate with the stakeholders? How has this contributed to the success of your projects?

How do you make sure that you and your team deliver a project on time or exceed customer expectations?

[employee comments]
DIVERSITY AWARENESS:

What have you done to increase your understanding of the perspectives of others?

What efforts are you making to welcome and consider the ideas and views of other people?

[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:

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