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

A Senior Architectural Designer is responsible for overseeing the designing of such projects like urban landscapes, buildings, and parks. This position is required to meet with the client and discuss the budget as well as preferences and negotiate with the landscape consultant to learn the construction site and create various concepts for the project for availability to the client.

Other important tasks for this position includes creating designers that work within the customer's budget, providing drawings to the construction team and monitoring progress to make sure it is faithful to the design, inspecting the building to ensure it meets the client's standards, compiling the required data and performing dimensional and routinely calculations that are necessary for the preparation of drawings and design layouts, ensuring compliance with the required codes and standards,

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

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.

Expresses openness and candidness when responding to what other have said.

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.

Thanks group members for their active contribution and makes sure to start a Thank You comment with a positive reinforcement

Arrives at the meetings early in order to create a warm environment and show others that one is serious and ready to discuss

2

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

Allows employees to be critical about ideas and suggests solutions to expand an idea

Asks a variety of people with various backgrounds for responses in order to evaluate how majority of other people view the decision

2

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.

Respects both genders and shares work equally without overlooking some of them

Adheres to the company policies and remains accountable both to coworkers and staff

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.

Makes a list of all the good things in one's own life and uses it a boost whenever in need of an emotional boost

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

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Tries new things and gets outside own comfort zone in order to improve one's ability to think practically

Carefully analyzes and interprets information that one has collected and draws reasonable inferences

2

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.

Uses downtime to prepare for future tasks, catch up on backlogs or as a time to do simple or easy tasks

Anticipates setbacks beyond own control and is able to plan around them when they repeat themselves

2

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Finds a place for everything so that resources, data and all the tools needed for projects are easily accessible; maintains a clear project team structure

Understands and applies established procedures and policies as well as technical tools and corporate requirements to the project

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.

Attends conferences, takes part in local events and signs up for training sessions that present networking opportunities with other professionals

Attends many live events to get the attention of clients and prospects

2

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

How do you give your feedback and does it have any value?

How well do you receive and apply the instructions given out?

[employee comments]
INNOVATION:

Give an instance that you had to fall on your plan B when things did not work out as intended?

Describe the best and the worst decision you have ever made?

[employee comments]
FACILITATION:

Is there a time when you have faced challenges when coordinating a group? How did you overcome the challenges?

Who is in charge when you are away? How do you make sure that the person understands what you expect of him/her?

[employee comments]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[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 make friends depending on how well they work with you or who they are?

[employee comments]
ENTHUSIASM:

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

Can you think of a time when you sought a colleague's idea or opinion when working on a new project?

[employee comments]
PRACTICAL THINKING:

What are some of the challenges that you have faced when thinking practically? How have you faced these challenges?

Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about 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?

Describe a time when you have faced challenges that hindered you from becoming more aware of your role in a certain goal. How did you overcome them?

[employee comments]
PROJECT MANAGEMENT:

What communication plans have you used to convey an important message to your team? How have you confirmed the accuracy of information received or sent?

How do you make sure that you and your team deliver a project on time or exceed customer expectations?

[employee comments]
BUSINESS TREND AWARENESS:

What efforts are you making to increase your understanding about current business trends?

Do you encourage your colleagues to attend conferences and local events that provide networking opportunities with other professionals?

[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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