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

A senior project estimator is assigned the role of preparing budgets, cost estimates, and final bid scope for all construction projects. He or she will build workable relationships with all project stakeholders such as the contractors to ensure that all projects flow seamlessly. He/she will participate in business development and client management.

Other duties that he or she will get to handle are; ensuring that all project costs are up to date, perform supervisory role on all project activities, manage all project schedules, manage and track several aspects of the projects, report all project cost to the top management for review, resolve all cost estimation issues, manage all project cost inventory and negotiate for appropriate prices for all project materials.

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

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Takes a study course and attends training whenever one has an opportunity in order to improve own professional and personal skills

Offers junior and new employees guidance and encouragement and teaches them how to handle different tasks and set goals

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.

Fosters an inclusive workforce where employees' differences and diversity are valued and leveraged to achieve the mission and vision of the company

Oversees contracting and procurement to achieve desired results and uses cost-benefit thinking to monitor expenditures and set priorities

2

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Very compassionate and listens to the client's concerns making them know they are heard

Always eager to obtain constructive feedback that ensures better performance in all the tasks

2

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.

Stays composed when presented with new instructions or faced with new situations and manages own negative emotions effectively

Assesses oneself accurately and understands that one's emotional response to situations influences how one acts and how one is perceived

3

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Believes in the company's ultimate vision and is willing to push through brief rough patches in order to achieve goals

Takes pride in one's work and strives to deliver the best possible results

3

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Abstains from distractions such as social media or personal messaging in order to concentrate on the assigned task

Breaks daily duties down into micro tasks and resists the urge to tackle everything all at once

2

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Considers what one is expected to deliver, how large the project is, and the amount of time one can dedicate when setting a completion time for a project

Lets the person who assigned the deadline to know in good time when one is not able to meet a deadline due to unavoidable circumstances

3

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.

Communicates own strategies to all levels of the company to make sure that everyone is operating within the same goals

Integrates long-term planning into the company budget in order to avoid conflict between the day-to-day finances and long-term financial goals

2

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Uses tools that allow teams to collaborate and foster both creativity and productivity

Continuously updates the resource capability database with pertinent information in order to keep track of every resource

2

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

Discourages intolerance between individuals and groups with different cultural practices and beliefs

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF JOB:

How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[employee comments]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

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]
INITIATIVE:

Are you creative enough to come up with decisions for hard tasks?

Do you accept responsibility quickly without passing on the blame?

[employee comments]
SELF AWARENESS:

Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client?

Is there a time when you received feedback about your work, and you had to disagree? What happened?

[employee comments]
COMMITMENT TO THE JOB:

Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction?

Have you ever been in a situation where you had to lead a group of colleagues? How did you handle it?

[employee comments]
ROLE AWARENESS:

What have you done to help team members become more aware of their roles in a team project?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[employee comments]
DEADLINES - ON TIME:

Describe a time when you have had to work under a tight deadline. What methods did you use to meet the deadline?

How do you determine how much time is needed to finish a certain task? Is there a time when you have felt overloaded with work? What did you do?

[employee comments]
LONG RANGE PLANNING:

What are some of the challenges that you have faced when trying to accomplish a long-term goal? How have you overcome them?

How have you helped your team members meet their long-term goals? How has this benefited the company at large?

[employee comments]
RESOURCE USE:

Describe a time when your company has experienced the highest employee turnover. What was the problem? What are some of the things that you have done to prevent high employee turnover?

Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

What efforts are you making to enhance your knowledge about different cultures?

[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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