Use this step by step explanation to craft a good employee performance feedback review for an architectural interior job captain. Find the right words with quality phrases.
Architectural Interior Job Captain is liable to oversee a team of architects and draftsmen who are working on an architectural project. This position may participate in the creation of drawings and drafts as an architect does.
More important responsibilities include - assisting in creating needed drawings using the computer-aided drafting software (CAD), reviewing the pictures of the rest of the architectural team, suggesting revisions of any drawings done wrongly, assisting other draftsmen update their designs on the suggestions, ensuring building designs are structurally sound and functional as well as in line with the developer's ideas, coordinating with the project leadership team to develop a suitable execution plan, leading the architectural team, structural engineers, draftsmen and general contractors during a massive building project.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained. | Reflects appropriately to issues raised by the person who was previously talking. Repeats what the other person was saying to ensure the information is taken correctly. | 2 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Demonstrates confidence and poise when pursuing new and challenging tasks. Share valuable information that might help solve the various problems that might arise. | 2 |
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Asks open-ended questions and gives group members time to elaborate Yes or No answers Makes sure that every group member has a chance to contribute ideas and that discussion is not dominated by one or two people | 2 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Creates time to review the names and details of new contacts in order to get ready for future appointments Takes a close look at the resources and network that one already has in place and creates new opportunities from them | 2 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Manages the department that is popularly known for its high level of teamwork Treats all employees with respect making them feel valued and worth | 3 |
| EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally. | Enjoys working as a team creating a team spirit that works best in delivering expectations Respects the opinions of others without interfering, using what is beneficial only | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Very compassionate and listens to the client's concerns making them know they are heard Instill a sense of teamwork among the co-workers promoting an atmosphere of cooperation and collaboration | 2 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Ability to meet the strictest deadlines without giving any excuses Welcomes coaching and training that brings out more hidden ability | 2 |
| PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face. | Writes down one's goals in a place that one can see it regularly and is specific about the results one wants to achieve Works with people who have positive mental attitude and avoids listening to cynical advice and pessimistic colleagues | 2 |
| PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal. | Helps other employees in their tasks or projects in order to improve own professional skills and create a more connected working relationship Participates in activities that do not involve work with other employees in order to establish more connection at work | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How do you give your feedback and does it have any value? Give an instance that you did not listen carefully and you ended up messing the situation. | [employee comments] |
| INNOVATION: Explain how you go about when solving a problem or an issue? How well do you respond to issues and what do you feel is your weak point when dealing with problems? | [employee comments] |
| FACILITATION: Is there a time when you have had to deal with a group member who does not attend group meetings? How did you go about it? Can you describe a project that required major input from other employees? Who did you choose to work with you and why? | [employee comments] |
| NETWORKING: Which methods have you used to find new business connections? Why? Which one of these methods have you found to be the most effective? What value have you added to the new connections you have made? How do you make them feel part of your team? | [employee comments] |
| LEADERSHIP SKILLS: Are you interested in the growth of the team and the profitability of the company as well? Do you reprimand your employees or discuss situations with them? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Are you a good team player who does not choose which team to join? Do you choose who to support and who not to offer assistance? | [employee comments] |
| INITIATIVE: Are you pushed to think creatively and explore new opportunities? Do you accept responsibility quickly without passing on the blame? | [employee comments] |
| PERSONAL GROWTH: Are you fully committed to remaining an active part of the company? Do you find it hard to work with the management in certain areas? | [employee comments] |
| PERSISTENCE: How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it? | [employee comments] |
| PERSONAL RELATIONSHIPS: In your opinion, what are the key ingredients in building and maintaining a successful business relationship? How have these worked for you? Describe a time when you have met resistance while trying to build a relationship with a colleague. How did you deal with it? | [employee comments] |
Summary |
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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: |