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

A senior structural engineer leads and supervises other junior structural engineers. They are responsible for quality control of the site investigation to designing of any construction or civil project. He/she is also responsible for making sure that the structural engineers under them follow the set guidelines for investigating sites before construction.

Other duties include providing insights on the best measures to take before construction can begin to ensure safety and are responsible for the designing of the structure by working with his/her team of professionals. The senior engineer also acts as the spokesperson for the team of structural engineers, where he/she communicates all the necessary measures developed for the project.

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.

Reflects appropriately to issues raised by the person who was previously talking.

Interrupts conversations politely and respectably before expressing views and ideas.

2

INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other.

Always seeks to improve by learning new techniques and skills.

Influences those around in a very positive way and inspires them to be the best that they can be.

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.

Suggests an energizer activity, such as watching a related YouTube clip or playing a game, when one has a long meeting

Creates an evaluation process; asks group members to take questionnaires or discuss changes and issues

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Inspires and fosters team's commitment and trust, facilitates cooperation and motivates team members to accomplish team goals

Determines objectives, delegates work, and sets priorities and holds self and others accountable for any mistakes made

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.

Manages relationships with co-workers and management in a professional manner

Always volunteers whenever large projects that need many hands come knocking

2

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Listens to counsel regarding set goals and lays down the best strategies to meet them

Devises new plans to help out often with severe challenges

2

ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc.

Proactively looks for ways to promote the team and the role that each takes in the team

Always a result-driven individual who is focused on what builds the company

3

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Gets started on major projects as early as possible, anticipates situations that may affect these projects and works to prevent them

Tries to do something right for the first time in order to save oneself a headache later when one has to redo the work

2

PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value.

Creates a vision board to help one visualize end goals more clearly and get inspired to take consistent action

Creates a diary that documents the goal pursuit in order to get clarity on the goals

2

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Makes effort to participate in online tech communities that consist of technology savvy individuals sharing technology ideas

Shows willingness to learn new technology trends and asks for assistance when faced with problems related new technologies

2

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

Have you ever been interrupted by a speaker in the middle of a conversation?

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

[employee comments]
INTERPERSONAL SKILLS:

Give an instance your personality affected your relationships with others. How did you resolve it?

Do you always seek to make people relaxed when they are talking to you or do you use intimidation?

[employee comments]
FACILITATION:

Is there a time when your group did not meet a project deadline? If yes, why? What did you do?

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]
MANAGING AT TEAM:

How do you think your reporting staff would comment on your strengths, weaknesses, and managing style?

Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened?

[employee comments]
TEAM BUILDING:

What is your personality? Does it hinder or encourage you to participate?

Do you offer good group work and successful management equally to everyone or do you show favoritism?

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Do you rely on personal knowledge or do you get more knowledge from others?

[employee comments]
ORIENTATION TO WORK:

How well do you manage your time assigned for the tasks?

Do you learn valuable lessons from your past mistakes and correct them?

[employee comments]
HANDLING STRESS:

Can you give examples of some of the things you have done to prevent a situation from becoming too stressful for you to handle?

What steps have you followed in the past to avoid distractions at work and remain positive-minded?

[employee comments]
PROJECT AND GOAL FOCUS:

How do you communicate your goals to other members of the team? Give an example

Describe a time when you have missed an important project deadline due to poor planning. What did you do?

[employee comments]
TECHNOLOGY TREND AWARENESS:

Can you describe a situation where you successfully utilized the power of virtual workplaces to save time and money?

What efforts are you making to get certifications in specialized technology fields?

[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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