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

A Cost Estimator is assigned the role of collecting and analyzing data to determine the amount of labor, time and material it would take to produce a product or deliver a particular service. He or she will ensure that all factors are considered before a particular project is undertaken to avoid resource wastage and inconveniences.

Besides that major role he or she will perform the following duties; travel to gather the required information; consult with other professionals to come up with a good estimate; perform cost suitability and profitability; maintain the directory of all contractors, subcontractors and suppliers; develop plans for the project cost; resolve any estimate issues with the clients and prepare and document all cost and expenditure statements.

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

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.

Compromises during a conflict and tries to accommodate other people's ideas and opinions.

Develops workable and reasonable dialogue models plans for conflict management.

2

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Knows how to receive and give constructive feedback to other people's ideas.

Encourages others to appreciate and use their skills and abilities in the right way.

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.

Makes sure that everyone knows that backstabbing, rumors, gossiping and undermining others will not be tolerated in group meetings, when one is leading a group

Stays on top of own work so that no one will have a reason to question one's motivation or work product

2

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Establishes criteria for success in order to make it easier to track the goals' progress and know when one has achieved them

Brainstorms as many obstacles as one can and writes them down in order to develop a sense of how realistic a goal is

2

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Takes responsibility for resolving problems and works diligently in order to find the most effective solutions when problems occur

Aligns personal goals with those of the team or company and works hard to achieve them promptly and efficiently

2

FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day.

Looks at the company's financial performance and compares it with financial statements from the past in order to project the future of the company, its expenses, and cash flow

Develops comprehensive financial statements or loan proposals in order to establish a strong relationship with lenders and secure loans

2

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Coaches others on the role and importance of honesty, fairness, and integrity

Considers fairness and equality when implementing new activities and programs

2

DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness.

Encourages the management to address acts of discrimination, bias and prejudice

Avoids making jokes that may be offensive to others and remains respectful to everyone

2

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Makes efforts to redesign programs to ensure they better fit with different cultural practices and beliefs

Increases links to networks of individuals and groups from different cultural backgrounds

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.

Demonstrates willingness to learn new procedures and encourages others to undergo training on new procedures

Uses existing survey results to assess the impact of ongoing process improvement efforts

2

Self Evaluation

Self Evaluation Question

Employee Comments

CONFLICT MANAGEMENT:

How did you manage your emotions when in a conflict management situation?

How readily do you accept when you are in the wrong and take full responsibility for your actions?

[employee comments]
INNOVATION:

Give an instance you thought critically and came up with workable solutions?

What can you say is your best innovation when it comes to developing workable solutions?

[employee comments]
OFFICE POLITICS:

How would you respond to a colleague who sends you a provocative email? Is there a time when this has happened to you?

What are some of the things you have done to remain focused at work and avoid office politics?

[employee comments]
REALISTIC GOAL SETTING:

How do you decide on your goals? How do you ensure that they are realistic?

What are some of the things that you have done to improve your ability to set realistic goals?

[employee comments]
RESULTS ORIENTATION:

What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently?

Describe a project that you have started on your own recently. What motivated you to get started?

[employee comments]
FINANCIAL MANAGEMENT:

What are some of the methods you have used to help your company manage its finances effectively?

Describe a time when you have had to deal with a customer who had exceeded the company's payment term. How did you go about it?

[employee comments]
BUSINESS ETHICS:

What are some of the contributions you have made in making changes in policies to eliminate unfair elements?

Have you ever participated in forums that discuss the role and importance of integrity and honesty?

[employee comments]
DIVERSITY AWARENESS:

What are you doing to be seen as a person who can address diversity concerns of other people?

Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to implement parallel processing of related processes?

How often do you use existing benchmarks to complete processes in accordance with the set standards?

[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: