Use this step by step explanation to craft a good employee performance feedback review for a cost consultant. Find the right words with quality phrases.
A cost consultant has the main role of providing estimates concerning the cost of a construction work as well as helping in controlling costs. He/she performs feasibility studies and helps to determine the requirements of the projects as well as assisting in defining the budget of the project.
Other tasks associated with the role include performing analysis and cost estimates, preparing cost estimates, take part in the preparation of cost monitoring reports and estimates, comparing the designs against the budget, performing value and risk management exercises, benchmarking the requirement of the project against similar projects, preparing cash flow projections and cost plans as wells as evaluating value for money.
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 |
|---|---|---|
| CONFLICT MANAGEMENT: Conflict Management is a situation where the interests, needs, values and goals of the involved parties interfere with one another in the workplace where different stakeholders have different priorities. | Shows great commitment towards conflict resolutions and the maintenance of peace. Has strong conflict management skills and abilities that help to yield good results. | 2 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Always willing to take risks to achieve great innovative results. Demonstrates good listening skills and always pays attention when other people express their ideas. | 2 |
| COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others. | Discusses issues honestly and keeps the discussion focused on how best one can adjust the situation at hand and move the collaboration forward Develops a vision statement that reiterates the importance of collaboration, shared values, and inclusion in the workplace | 2 |
| OFFICE POLITICS: Office Politics is a tool that assesses the operational capacity to balance diverse views of the interested parties of the human interactions that involve power and authority. | Focuses on doing own work instead of worrying about what other employees are thinking or gossiping about Makes friends with people who don't gossip, those one can trust, and who keep a positive attitude at work | 3 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Remains calm, actively listens and tries to focus on the positive in order to manage challenges and maintain momentum in day-to-day work Identifies and appreciates the strengths of others and leverages their skills in order to manage uncertain situations | 2 |
| LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees. | Finds out the competitors' strengths and weaknesses and looks for ways to adopt or exploit them Identifies strategies to improve customers' satisfaction and conducts surveys to find out if the strategies are working | 2 |
| SALES ABILITY: Sales Ability is the skill to understand your product's features and being able to present their benefits accurately and persuasively to the customers. | Takes the time to learn about own products and competitors' products in order to be in the best position to convince a customer why own products are the best Is goal-oriented; is able to clearly articulate own goals and assign realistic timelines | 3 |
| 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 Looks for more information that can assist in understanding the current market trends | 2 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Makes efforts to plan most aspects of a business venture Levels the playing field with new technology trends and shows willingness to stay updated | 2 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Attends think tank and ideation sessions to learn more ideas on improving processes Makes effort to understand the cause of errors in processes and puts enough effort to correct the errors | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CONFLICT MANAGEMENT: Do you have the tendency of dealing with issues when they arise or when they have developed into serious problems? How readily do you accept when you are in the wrong and take full responsibility for your actions? | [employee comments] |
| INNOVATION: Explain how you go about when solving a problem or an issue? How well do you respond to issues and what do you feel is your weak point when dealing with problems? | [employee comments] |
| COLLABORATING WITH OTHERS: What are some of the challenges you have faced when working with others? How do you manage to stay focused despite the challenges? Can you describe a project you were working on, that required input from people in different departments or at different levels of the company? How did you go about it? | [employee comments] |
| OFFICE POLITICS: What have you done to stay away from office drama and politics? Describe a time when everyone was talking behind your back about a mistake you had made. How did you handle it? | [employee comments] |
| SELF AWARENESS: Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it? Is there a time when you received feedback about your work, and you had to disagree? What happened? | [employee comments] |
| LONG RANGE PLANNING: Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process? What are some of the things you have done to improve your ability to plan for the future? | [employee comments] |
| SALES ABILITY: How often have you exceeded your sale's targets? Describe times when you have been awarded for consistently exceeding the set sale's targets What personal and professional information do you look for when researching a prospect? How do you tailor your communication before meeting the prospect? | [employee comments] |
| BUSINESS TREND AWARENESS: What strategies are you using to get the latest information about current trends? Can you think of a new trend that caught you unawares and how did you respond? | [employee comments] |
| ENTREPRENEURIAL THINKING: What are your doing to improve your money management skills? Are you making any efforts to become more determined to take risks? | [employee comments] |
| PROCESS IMPROVEMENT: How often do you encourage colleagues to undergo training on new procedures? Have you ever failed to map existing processes and how did you correct the mistake? | [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: |