Use this step by step explanation to craft a good employee performance feedback review for a lead estimator. Find the right words with quality phrases.
A Lead Estimator has the role of undertaking detailed research and data collection and then predicting the overall project cost. He or she will consult widely with all the players to get all the data and information required then estimates, comes up with the final cost projections, and submits the details to the senior estimator.
Besides that, he or she will perform the following roles; soliciting and negotiating for the best prices, perform a cost analysis of the project, build relationships with contractors and sub-contractors, evaluate all project risks and opportunities, source for the best suppliers for the project and present cost estimates to the senior estimator for review.
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 |
|---|---|---|
| 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 Takes responsibility for own actions; accepts own mistakes and does not blame others for a job not well done or not done | 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. | Treats others with respect, courtesy and sensitivity; considers and responds appropriately to the feelings and needs of others in different situations Determines objectives, delegates work, and sets priorities and holds self and others accountable for any mistakes made | 3 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Highly flexible with the ability to adjust to the ever-changing needs of the company. Has a high sense of responsibility always completing projects on time | 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. | Draws upon one's self-control in order to identify and manage the emotions of others during adverse times Remains confident, energized and enthusiastic in the face of very challenging and prolonged work demands | 2 |
| COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization. | Believes in the company's ultimate vision and is willing to push through brief rough patches in order to achieve goals Has speedy and effective resolution of customers' issues and complaints and often tracks customers' satisfaction | 3 |
| ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently. | Is coachable and pays attention to what one is told; is always ready to learn from others in order to grow Thinks of way that one can improve own performance and implements them in order to add value to the company | 3 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Considers what one is expected to deliver, how large the project is, and the amount of time one can dedicate when setting a completion time for a project Gets a complete clarification on the most important parts of the project before one agrees to a deadline | 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. | Communicates own strategies to all levels of the company to make sure that everyone is operating within the same goals Foresees situations that may break the ongoing strategies and deals with them before they actually happen | 2 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Creates a single resource pool for all projects in order to have a better visibility and accuracy of resource availability and utilization Includes contingency plans in a resource management strategy to allow for a "plan B" in the event of unexpected changes | 3 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Leads in promoting professional development courses and forums that enhance intercultural competency Demonstrates exceptional behavioral skills when interacting with people from different cultures | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| KNOWLEDGE OF JOB: In your opinion, do you think knowledge of your area of responsibility had benefited your company in any way? If yes, how? 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 AT TEAM: Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success Is there a time when you have praised an employee in public? How did you go about it? | [employee comments] |
| INITIATIVE: Do you have to be told what to do or you take the lead? Do you establish personal priorities to enable you to complete first tasks first? | [employee comments] |
| SELF AWARENESS: Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it? Is there a time when you said something to your supervisor and later regretted saying it? What did you do? | [employee comments] |
| COMMITMENT TO THE JOB: Can you describe a situation when you demonstrated initiative and took action without waiting for directions? Were you happy with the outcome? Have you ever been in a situation where you had to lead a group of colleagues? How did you handle it? | [employee comments] |
| ROLE AWARENESS: Describe a time when you have had to adapt to a difficult situation. What made the situation difficult and how did you manage it? How have you helped new and underperforming employees become more aware of their positions in the department or company? | [employee comments] |
| DEADLINES - ON TIME: You are currently working on a project that is due in a few hours. Your boss assigns you another project that is due at exactly the same time as the current one. What do you do to make sure that you meet both deadlines? What are some of the tools that you have used to prioritize your tasks? How has this helped meet your deadlines? | [employee comments] |
| LONG RANGE PLANNING: Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process? Do you think a vision statement is important to a company? In your opinion, what are some of the things that must be included in vision and mission statements? | [employee comments] |
| RESOURCE USE: What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively? Describe a time when you identified a project that was consuming more company resources than needed. What did you do with the project? | [employee comments] |
| INTERCULTURAL COMPETENCE: Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake? What are you doing to encourage individuals and groups with a different cultural background to work with each other? | [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: |