Use this step by step explanation to craft a good employee performance feedback review for a job captain. Find the right words with quality phrases.
A Job Captain is a member of the Architect's staff who is responsible for overseeing a given project from drafting of the plan to the actual drawings and coordinating of any other element required. This post reports to the project manager, or the architect.
The primary responsibilities for this position includes, ensuring that the draftsmen carry out all the instructions as required, directs the team members at all levels of the contract administration, runs a minimum of 1-2 projects at various stages of work, visiting the sites plus drafting reports of the visits, inspects the drawings and provides feedback to the personnel, representing the client in obtaining bids and awarding the construction contracts, prepares studies and reports.
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 |
|---|---|---|
| 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. Shows great concentration and enthusiasm when listening to other people. | 2 |
| 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. | Makes good eye contact, stands, and sits in the correct posture. Strikes a good balance when it comes to confidence, modesty, and professionalism. | 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 Arrives at the meetings early in order to create a warm environment and show others that one is serious and ready to discuss | 2 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Spells out exactly how an employee's actions negatively impact the organization instead of addressing own frustrations Gives objective and forward moving feedback that motivates and inspires the other person to perform better | 2 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Extremely well mannered, treating everyone with the dignity and respect they deserve Share achievements of the projects with the rest of the team | 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 with others on different projects to bring out the potential within Does not fight for self-acknowledgement rather wants group acknowledgment for any project completed | 2 |
| PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish. | Avoids situations that put one in trouble like gossiping about other employees or having an argument with a customer Remains positive and optimistic even when everything is not working or when a project does not meet expectations and urges others to do the same | 2 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Shows interest to learn more skills in scientific and technical market research Makes some efforts to surveys competitors to find out what is making them thrive | 2 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Evaluates samples of published reports and proposals to gain confidence in preparing and writing reports and proposals Shows willingness to learn the value of good written communication when writing reports and proposals | 2 |
| MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another. | Relies on sketches, verbal instructions, and notes to complete project designs Understands how to assemble some machine parts and seeks for assistance when faced with challenges | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How well do you assert your opinions and views when having a conversation with someone? What are some of the distractions that you have that prevent you from having a good conversation with someone? | [employee comments] |
| INTERVIEWING: Do you ask questions on issues that you feel are not well understood? Do you always receive all the information and materials for the interview process from the interviewer? How does it help mentally? | [employee comments] |
| FACILITATION: What methods of communication have you used to pass information to group members? What are some of the methods you have used to solve conflicts in your group? | [employee comments] |
| GIVING FEEDBACK: How often do you discuss a person's performance with him/her? Give a specific example When do you give positive feedback to your employees or subordinates? Give an example of the last time you did | [employee comments] |
| TEAM BUILDING: Should you take a more active role and contribute more to your future teamwork? What is the one particular lesson the team learned from you that they did not have before? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts? Do you show favoritism when dealing with a particular group of people? | [employee comments] |
| PERSONAL DRIVE: Look back to when you were about seven years old. Is where you are now where you wanted to be? If you were given a management role, how would you create a working environment that employees found motivating? | [employee comments] |
| BUSINESS TREND AWARENESS: Can you think of any business trends that you predicted accurately? Can you think of a new trend that caught you unawares and how did you respond? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: What are you doing to improve how you connect with target audience when writing reports and proposals? How often do you encourage others to employ writing styles that are reader-friendly? | [employee comments] |
| MECHANICAL SKILLS: What efforts are you making to improve your communication skills when explaining complex machines to clients? What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment? | [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: |