Use this step by step explanation to craft a good employee performance feedback review for a civil transportation designer. Find the right words with quality phrases.
A civil transportation designer designs and constructs different transportation systems. Besides, he/she participates in route planning by providing technical advice on the best routes to take at a certain period as well as determining the cost of construction.
Other duties include carrying out a cost-benefit analysis to determine if the proposed road or highway is sustainable economically. In addition, they are responsible for checking if the roads are designed and built in line with government regulations and whether is susceptible to hazards. Using design software, they make designs for new routes taking into account the cost and the effectiveness of the routes in solving traffic problems.
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 |
|---|---|---|
| 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. | Can comfortably get into a conversation with just about anyone. Knows how and when to give constructive feedback to others and easily accepts correction. | 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 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Leaves blanks spaces in a business card just in case a new contact needs to jot down additional information about what one does Scans one's feed on social media in order to see what is happening in one's corner of the business world and track competition | 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. | Always has a clear concept of the future working diligently to make it a reality Devotes significant effort in coaching others and assisting them to meet their goals | 3 |
| 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. | Contains an imaginative personality and always resourceful in times of need Creates an exciting atmosphere where new ideas are rewarded and encouraged | 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. | Submits both to the management and coworkers giving everyone an easy time Works towards creating a peaceful work environment by adhering to the rules and regulations | 2 |
| FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance. | Handles each task with ease no matter how difficult the situations are Initiates and adopts appropriate methods that are compliant with work policies to efficiently perform duties | 3 |
| POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results. | Shows great confidence in the ability to meet the challenging set targets Manages time well and schedules tasks well spread in daily tasks | 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. | Regularly checks the progress of own goals in order to stay on track and know whether or not to tweak own actions 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. | Constantly uses the internet to search for information and encourages others to do so 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 |
|---|---|
| INTERPERSONAL SKILLS: Are you always approachable or people tend to find it hard to approach you? Do you normally take the time to build meaningful and positive relationships with others? | [employee comments] |
| FACILITATION: What methods of communication have you used to pass information to group members? 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] |
| 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 do you do when a client turns you down or shows no interest in what you have to offer? Give two examples of when this happened | [employee comments] |
| DEVELOPING OTHERS: Do you have personal goals set before you can set the employee's goals? Do you rely on personal knowledge or do you get more knowledge from others? | [employee comments] |
| CREATIVITY: Are there better methods you know of that can make the company more profitable? Do you believe you have now the experience to make better decisions in situations where you've done wrong ones? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts? Are you accommodating to other people who are of a different race, age or color? | [employee comments] |
| FLEXIBILITY: Are you flexible enough to take on new urgent tasks that do not originally belong to you? What areas are you supposed to work on to become better? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you ask for coaching or training when you need it or do you delay until it is forced on you? What measures are you meaning to use to become better in executing your duties? | [employee comments] |
| PROJECT AND GOAL FOCUS: Is there a time when you have involved other employees in developing your goals? Give an example What are some of the things that get you distracted when trying to achieve your goals? How have you handled this? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: What efforts are you making to implement the use of virtual reality techniques to improve training and engagement? Are there any times you had to seek for assistance on issues related to new technology trends? | [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: |