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

A construction manager is often tasked with the responsibility of coordinating, and supervising a wide range of construction projects and activities whether public or private. He or she will ensure that all legal requirements on the construction activities are followed to the letter. It is their sole responsibility to ensure that the end product meets the design and client specifications and everything is within the stipulated budget.

Besides the major role, he or she will get to typically do the following; analyze and settle on the best construction methods, process and strategies; report on the progress to the management and the clients; supervise all construction activities; resolve any delays and problems that might arise; prepare cost estimates and budgets pertaining to the construction and hire and manage all construction site workers.

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

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Uses waiting time efficiently; always has a portable task to do such as reading especially in places where one anticipates waiting

Posts one's to-do list in a prominent place spot in order to remind oneself what really needs to get done

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

Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Evaluates the risk associated with each suggested alternative before making a decision or coming to a conclusion

Takes a look at a decision plan, to make sure that one has been thorough and that it is free of errors, before implementing it

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.

Provides ongoing feedback and learning opportunities to the employees in order to develop their ability to perform and contribute to the company

Identifies both the internal and external politics that impact the company processes and acts accordingly

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.

Gives each employee sufficient time to accomplish the specific objectives assigned to him/her

Always has objectives, timelines, a budget and the right people to develop an effective strategic plan

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Completes the tasks given to teams without getting concerned who gets the credit

Great at working and understanding the team dynamics that are beneficial to the business

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.

Receives feedback positively and is always ready to disagree without getting defensive or angry

Decides on wording; thinks through not only about what to say, but how to say it

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.

Avoids wasting time; quickly finds another way to be productive even after finishing a big project

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

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.

Puts other people's work off until one has completed own tasks in order to avoid getting distracted

Creates a diary that documents the goal pursuit in order to get clarity on the 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.

Takes a careful inventory of things that one use on a daily basis and keeps them within reach in order to make organization easier and increase productivity

Gets rid of non-essential items or stores them away in order to make own workspace more productive and functional

2

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

What system do you use to keep track of multiple projects? How has this helped you meet deadlines?

What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention?

[employee comments]
INSPIRING OTHERS:

What are some of the things you have done in the past to improve your ability to inspire others at work?

How do you reward employees whose work exceeds your expectations? Give an example of when this has happened

[employee comments]
DECISION MAKING:

Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome?

How do you involve your bosses and other employees when making an important decision?

[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:

What are your long-term and short-term goals? What have you done to achieve them effectively?

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

[employee comments]
TEAM BUILDING:

What is your personality? Does it hinder or encourage you to participate?

What is one specific lesson you learned from your team that you could not learn by working alone?

[employee comments]
ASSERTIVENESS:

Can you describe a situation where you were able to strengthen a relation with a colleague by using effective communication?

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

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[employee comments]
PROJECT AND GOAL FOCUS:

How do you communicate your goals to other members of the team? Give an example

How do you organize your goals in order to remain focused and make them more achievable?

[employee comments]
ORGANIZATIONAL SKILLS:

Is there a time when your schedule was suddenly interrupted? What caused the interruption and how did you get your activities back on track?

How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks?

[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:

Related Articles