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

A construction area manager is tasked with the responsibility of overseeing and allocating construction resources for many construction projects within an area. It is his or her duty to go through plans and blueprints right from when the project starts to when it will be finished. Furthermore, he or she will get to evaluate all construction methods and procedures before, during and after construction and handle and resolve any problem that might arise.

In addition to that, he or she will get to perform the following responsibilities; making projects timetables, determining the cost of labor and building materials, scheduling and assigning roles to construction workers, ensuring that all documents pertaining to the construction activities are in order, perform supervisory role and maintenance of all construction 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

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Has a good way of solving team conflicts and ensures that peace and harmony are upheld.

Encourages other team members to continue to improve themselves and to do well at all time.

2

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Shows other employees how to overcome or deal with their weaknesses in order to help them grow professionally and emotionally

Expands one's horizons further than before while thinking about the impact one's actions will have on those around

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

Develops new insights into situations, encourages new ideas and innovations, and designs new programs/processes to help run the company effectively

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Anticipates problems that may arise and quickly develops an effective backup plan

Pays attention to the human resources required for the plan to succeed

2

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Finds ways to get self needs met without sacrificing others' needs in the process

Holds back, listens and waits for the other person to finish an intended message before giving a response

2

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.

Comes in early and stays late in order to complete a project or task on time

Trains and takes online courses in order to improve one's own skills in a way that best serves the company

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Sees customers like real people with real needs thus, gains real sense of fulfillment and purpose from taking care of those needs

Does not think about retirement because retirement sounds boring, in one's ears, and a lot less fulfilling

3

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Keeps weekly and daily goals checklists in order to keep track of one's most important tasks and stay committed to accomplishing them

Finds an emotionally charged reason to commit and move through any pain, adversity, and apathy that arise as a result of the set goals

2

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Works on one task at a time and avoids multitasking as much as possible in order to improve own concentration

Makes different files for each client or project in order to make this information easily available when one needs it

2

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Completes tasks on time, avoids time wasters and establishes appropriate priorities

Follows proven time-management systems and appreciates that time is money

2

Self Evaluation

Self Evaluation Question

Employee Comments

TEAMWORK SKILLS:

Do you make your voice heard on team issues, or you allow others to come up with the ideas?

Give an instance you helped your team members to finish their tasks before the deadline?

[employee comments]
INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

Can you give an example of two people who have really inspired you in life? What has been their impact on your career life?

[employee comments]
MANAGING AT TEAM:

Think about a time when you were given a management role. How did people respond to your management efforts?

Is there a time when you have praised an employee in public? How did you go about it?

[employee comments]
STRATEGIC PLANNING:

If you were assigned a new project, what are the steps you would take to get the project moving and on track?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
ASSERTIVENESS:

Can you think of a situation where you felt you had not communicated well? How did you correct the situation?

Have you ever been in a situation where you were motivated to question your employer's decision?

[employee comments]
COMMITMENT TO THE JOB:

Are there times you have come in early or stayed late in order to meet a deadline?

Is there a time you were able to provide your own motivation even though you were working alone? How did you motivate yourself?

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you felt your work was unmanageable and were unable to meet deadlines. What did you do about it?

If you find yourself working with a "boring" team, how do you keep yourself and others motivated?

[employee comments]
PERSONAL COMMITMENT:

Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals?

Describe a great change that occurred in a project you were working on. How did you adapt to this change?

[employee comments]
ORGANIZATIONAL SKILLS:

What are some of the tools that you have used to organize your tasks at work? Would you recommend these tools to other employees?

Describe a team project that was successful due to good organizational skills. What was your role?

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

How do you react when you realize that time is running out and you are yet to finish a project?

[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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