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

A combination building inspector has the primary responsibility of inspecting buildings and structures on whether they conform to the set codes and laws in all the phases of the construction process. He/she also enforces codes and ordinances related to energy, building, electrical, plumbing, and handicapped as well as keeping the records of inspection.

Other than inspecting buildings and enforcing codes, other duties include making sure that the construction work performed has the required permit and that it conforms to the building code and the approved plan; reviews plans for the building constructions and alterations to ensure they comply with the building codes; recommends changes to be made to meet the set codes; issues and signs off permits for building, demolition or alteration of signs if they comply with the codes and interprets the requirements and restrictions of various codes.

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

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.

Gets to work early in order to set the day's agenda; is always punctual and tries all one can to avoid being late

Behaves professionally and does not fool around wasting one's time and that of other employees

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.

Hires an outside facilitator or someone who doesn't have any stake in the company's success in order to free up conversations

Reviews the strategic plan for performance achievement as often as possible and holds people accountable for unapproved missed deadlines

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.

Treats every suggestion or request from any staff or management equally

Creates an environment of open communication and trust among the employees and management

3

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Consistently brings outstanding organization to chaotic departments and all the projects

Files projects details systematically to avoid a mix-up in information

3

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Works on overtime whenever needed to ensure deadlines are met

Highly certain of the ability to get any job done and done well

3

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Can be counted on to give the very best under all circumstances

Demonstrates solid performance consistently in all aspects of work done

3

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Shows creativity when collaborating with other employees on their goals

Regularly exercises and eats the right food in order to level self-energy up and feel good about oneself physically

2

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Dresses well, maintains a good posture and makes eye contact when having a conversation with others in order to give the impression that one is in control

Always has a positive attitude and tries as much as possible to cut the negative self-talk

2

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Observes a person to know how good they are in taking the initiative:- whether they go ahead and correct errors when they arise or wait for someone else to notice and ask them to do it

Checks to see whether a person takes time to work on weak areas after receiving feedback

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.

Schedules breaks into own work day in order to keep one feeling motivated and productive

Handles quick tasks or those that don't need scheduling immediately in order to prevent procrastination and give time for more complex tasks

3

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF JOB:

Can you describe two instances when you have demonstrated knowledge of job at work?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[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?

What goals have you set for your career? What is your plan to achieve them?

[employee comments]
TEAM BUILDING:

Should you take a more active role and contribute more to your future teamwork?

Do you easily cooperate with others when asked to or do you follow your own ideas without submission?

[employee comments]
PLANNING AND SCHEDULING:

Do you have all the tools to help you plan and schedule the company's affairs?

Do you have a workable daily schedule that you consistently follow?

[employee comments]
DEDICATION TO WORK:

Do you show up daily for work or you give excuses to be absent?

Are you willing to change in areas that are not too impressive?

[employee comments]
DEPENDABILITY:

Do you give excuses instead of doing what is right?

Are your work results and your reliability in harmony and dos your record show that?

[employee comments]
ENTHUSIASM:

Can you think of a situation where you were intensely motivated? When were you bored?

Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done?

[employee comments]
SELF CONFIDENCE:

When is the last time you asked for assistance on a certain project from a colleague? What was the project?

Do you feel full of self-confidence or do you wish you had more of it?

[employee comments]
EVALUATING OTHERS:

Describe a time when you have had to deliver negative feedback to a colleague. How did you make sure not to hurt their feelings?

Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do?

[employee comments]
ORGANIZATIONAL SKILLS:

When scheduling your time, how do you decide which task comes first and which one goes last? Give an example

In your opinion, which is the best time to work on complex tasks? Which time works best for you?

[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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