Use this step by step explanation to craft a good employee performance feedback review for a civil cad designer. Find the right words with quality phrases.
A civil CAD designer utilizes a computer program to sketch, scale, and refine graphical drawings for bridges, road maps, and other building projects. He/she may work at the office or may be involved in a bit of field work depending on the task.
Besides designing bridges and other construction projects, he/she works together with the project engineers and managers in the planning by finding out the cost of labor and materials and may work on projects that are more specialized including on erosion control structures, traffic management, and wastewater controls. In addition, they work with architects and engineers to develop outstanding designs suitable for different urban plans.
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. | Maintains eye contact when listening to the other party that is talking. Shows great attentiveness when being addressed by the other party. | 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 Deals with disagreements by finding common ground and handles situations that could lead to potential arguments assertively | 2 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Dresses well, looks sharp and conducts oneself respectfully in order to make a good first impression when meeting potential business partners Follows up with casual contacts in order to try and build a potential long-term business relationship | 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. | Delivers negative feedback in a tactful and assertive manner yet in a straightforward way Makes sure that the feedback does not embarrass the other person or make them feel bad about it | 2 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Maintains a work position which stimulates the growth of each individual Makes a maximum use of the personnel and equipment provided | 3 |
| APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them. | Pays careful attention to important details when assessing and appraising an employee or staff Does not compromise on the quality of the company's policies when evaluating the performance of each individual | 2 |
| CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions. | A great innovator who inspires the team with new idea Constantly reviews solutions to see if they are the most effective ones to use | 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. | Looks for moments that positively transformed one's own life and uses the moments to draw strength and inspiration Derives strength and inspiration from role models and tries to emulate them in order to achieve personal goals | 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 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Constantly uses the internet to search for information and encourages others to do so Encourages use of artificial intelligence to execute repetitive, multiple, and complex tasks efficiently | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: Give an instance that you have been defensive during a conversation. How did it turn out? How well do you receive and apply the instructions given out? | [employee comments] |
| FACILITATION: Is there a time when your group did not meet a project deadline? If yes, why? What did you do? What are some of the methods you have used to solve conflicts in your group? | [employee comments] |
| NETWORKING: What qualities do you look for in professionals when networking? Is there a time when you have lost a great client due to poor networking techniques? What happened? What have you done to improve your networking skills? | [employee comments] |
| GIVING FEEDBACK: How often do you discuss a person's performance with him/her? Give a specific example What are some of the things you have done to develop the skills of other employees and make them more productive? | [employee comments] |
| SUPERVISORY SKILLS: Have you discovered your strengths and identified areas that need improvement? Are you able to develop supervision skills in others through your own experience? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Do you give the employees a chance to explain their performance or is your word final? | [employee comments] |
| CREATIVITY: Do you understand how critical, creative thinking skills are to an organization? Do you value and implement creative skills that you learn from others | [employee comments] |
| ENTHUSIASM: Think of a time you had an idea and you got other employees to follow you. What was the idea? 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] |
| BUSINESS TREND AWARENESS: Can you think of a new business trend that challenged you most and how did you implement change? What efforts are you making to overcome competition and what strategies are you using to get new opportunities? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: Can you describe a situation where you successfully utilized the power of virtual workplaces to save time and money? How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently? | [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: |