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

A project superintendent runs the daily operations of the construction site, takes care of the schedule, controls quality, and coordinates the responsibilities of the sub- contractors. He/she supervises the construction of the project, ensures that the work is completed on schedule and within budget according to the specified quality.

Other duties associated with the role include examining contract drawings and their specifications to ensure they do not have deficiencies, and there are no code violations, ensuring there are harmonious working relationships at the site, verifying that the subcontracts have completed the requirements including certificate of insurance and schedule of values before beginning work, ensure all licenses and permits have been obtained, review the daily reports of subcontractors as well as review and approve payment to subcontractors.

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 COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Defines ambitious but realistic goals and accomplishes them while meeting performance and quality standards

Initiates collaboration with other employees, shares all relevant information with them when performing a task, and assists them in setting goals

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.

Allows oneself to be angry but still remains respectful to colleagues and clients

Listens when critics get their points out in order to get more prepared for an open exchange

2

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Takes time to research and analyze the strengths and weaknesses of competing companies

Takes short breaks in order to give one a fresh perspective and stay focused throughout the day

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.

Shows eagerness to promote the company's products and services to customers in order to make the customers feel part of the company's long-term success

Anticipates company's needs and possible problems, and comes up with suggestions to address those needs

2

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Works to establish recurring and consistent meetings when an aspect or project requires attention

Produces consistent work and applies company policies and business strategies evenly to each assignment and task

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.

Periodically thanks one's employer for being chosen to participate in a new team project or for the opportunity to work at the company

Looks for solutions instead of griping about problems; comes up with suggestions about ways to make things better and run smoothly

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Demonstrates clear understanding of the overall company- its goals, function, competition, purpose, etc.- that increase one's interest and commitment

Always presents oneself in a way that is consistent with the good image the company wants to portray to the public

3

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Takes responsibility for own mistakes and shows the willingness to do better; refrains from blaming others

Surrounds oneself with people who always seem to use common sense in order to improve own common sense skills

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

Keeps all current projects in the forefront in order to stay focused on the tasks or activities that matter the most

2

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Gives new employees a clear sense of the company's core business strategy as well as an understanding of its products and services

Sends out surveys and asks clients for feedback in order to identify the clients' needs and work towards providing these needs

2

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

How do you demonstrate your understanding of the general environment in which your company operates?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
ASSERTIVENESS:

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

Can you think of an occasion when you have had to motivate and boost the morale of your colleagues?

[employee comments]
ATTENTION TO DETAIL:

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

What tools/techniques do you use to check your work? Why do you use these tools/techniques?

[employee comments]
COMMITMENT TO THE JOB:

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

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

[employee comments]
CONSISTENCY AND RELIABILITY:

Can you provide a specific example that best illustrates your ability to be counted on?

Can you describe a time when personal issues pulled you away from work? How did you handle it?

[employee comments]
ENJOYMENT OF THE JOB:

What techniques and processes have you come up with to make your job easier or to be more effective at work?

Are there times when you have helped other employees love their jobs? How did you go about it?

[employee comments]
PERSONAL ACCOUNTABILITY:

Describe an occasion when you chose not to complete a task, for whatever reason. What happened?

What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine?

[employee comments]
USING COMMON SENSE:

How do you help other employees use common sense at work? When is the last time this happened?

When is the last time you apologized to a colleague? What had you done and why did you feel the need to do this?

[employee comments]
ORGANIZATIONAL SKILLS:

How have your organizational skills helped you manage your tasks and achieve your goals?

Do you prefer phone or email conversations when communicating with a colleague at work? Explain your answer

[employee comments]
QUALITY OF WORK:

How often have you produced low-quality work? What has prevented you from producing high-quality work?

How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used?

[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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