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

A construction manager is often tasked with the responsibility of coordinating, and supervising a wide range of construction projects and activities whether public or private. He or she will ensure that all legal requirements on the construction activities are followed to the letter. It is their sole responsibility to ensure that the end product meets the design and client specifications and everything is within the stipulated budget.

Besides the major role, he or she will get to typically do the following; analyze and settle on the best construction methods, process and strategies; report on the progress to the management and the clients; supervise all construction activities; resolve any delays and problems that might arise; prepare cost estimates and budgets pertaining to the construction and hire and manage all construction site workers.

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

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Selects one's tasks, with a general sequence of events in mind, in order to complete them without needless repetition or redundancy

Sets a timer or makes a mental note to remind oneself to pay attention to a task when one gets distracted

3

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Avoids using insulting or negative language when one is around people; uses constructive criticism instead of putting people down

Does not pretend to know or understand something one doesn't know or understand

3

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Writes down what needs to be done, weighs the possible outcome of one's decisions, and prioritizes which decisions need to be made first

Keeps a diary or journal that documents one's intuitive reaction to various situations in the past and how each decision played out

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.

Inspires and fosters team's commitment and trust, facilitates cooperation and motivates team members to accomplish team goals

Identifies and analyzes problems, weighs the accuracy and relevance of information, and generates alternative solutions or makes recommendations

3

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Encourages the key people to interact with the employees and customers about their perception of the company future and brings those views to the table

Examines the factors outside the company that affects its performance before starting a strategic planning meeting in order to discuss assumptions about the future

3

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Understands well how to help others in times of need without asking for anything in return

Manages others by making all his relationships with staff and management professional

2

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Allows oneself to be angry but still remains respectful to colleagues and clients

Always clear and direct to the point when answering a question; never leaves a questioner with a half-baked answer

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.

Comes in early and stays late in order to complete a project or task on time

Is encouraging, empowering and helpful and focuses on maintaining a harmonious and happy office environment

2

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

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Disables social media pop-ups during working hours in order to avoid distractions and enhance concentration

Identifies own most productive times and uses them to accomplish important or complex tasks before embarking on the simple tasks

3

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

What effect does handling many things simultaneously have on you? When is the last time this happened?

What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention?

[employee comments]
INSPIRING OTHERS:

What have you done to make other employees feel cared for and to earn trust from them?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What techniques have you used at work to ensure that decisions you make are correct and effective?

[employee comments]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened?

[employee comments]
STRATEGIC PLANNING:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
TEAM BUILDING:

Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch?

How effectively did you work together with others on this project?

[employee comments]
ASSERTIVENESS:

Is there a time you had to speak up in order to be sure that other people knew what felt or thought?

Have you ever been in a situation where you were motivated to question your employer's decision?

[employee comments]
COMMITMENT TO THE JOB:

Are there times you have come in early or stayed late in order to meet a deadline?

What has been your major work-related setback? What happened and how did you manage to keep moving forward?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have involved other employees in developing your goals? Give an example

Describe a time when you have missed an important project deadline due to poor planning. What did you do?

[employee comments]
ORGANIZATIONAL SKILLS:

How have your organizational skills helped you manage your tasks and achieve your goals?

Do you prefer phone or email conversations when communicating with a colleague at work? Explain your answer

[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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