Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an intermediate architectural designer. Find the right words with quality phrases.
The Intermediate Architectural Designer is liable for designing projects like buildings, urban landscapes and parks and consulting with the landscape consultant to understand the construction site as well as create different concepts for the project.
The primary responsibilities include incorporating the customer's voice in concepts, architectural designs, adding in client comments on concepts, architectural designers work with engineers to create a design that works within the customer's budget, providing drawings to the building team and monitor progress to make sure it is faithful to the design, inspecting the building to ensure it meets the clients' standards, producing CAD drawings, renderings, layouts and color brands for special architectural design, ensuring compliance with required codes and standards,
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained. | Does not maintain the required eye contact and appears not to be relaxed during a conversation. Show signs of being easily distracted by other things during a conversation. | 1 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Not afraid to make mistakes and shows great resolve to learn from experiences. Shows great ability to assess and manage any form of risks that might arise. | 2 |
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Does not allow group members to air their views; posts items on the discussion boards more than the group members Does not provide group members with materials or tools necessary for effective group discussions | 1 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Always the last person to offer assistance or help out when asked to Shows a dislike of working with others on any given project | 1 |
| CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions. | Solves even the worst conflict in the workplace that no one dares to handle Shows ability to give required solutions for any presented problem | 2 |
| EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally. | Helps those who require assistance without checking their age, race, color or position Appreciates and provides honest feedback both to the management and the employees | 2 |
| FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance. | Struggles to adapt to bigger changes at work that affect the whole department Unable to handle any concerns for the project leaving everything to the manager | 1 |
| PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal. | Engages in inappropriate relationships or presents an unprofessional side of oneself when connecting with colleagues on social media Talks down to other employees, uses sarcasm, or sounds nasty when addressing issues thus ends up hurting them | 1 |
| 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. | Does not communicate proactively to let others know when a task is complete and know what needs to be done next Is not trustworthy and does not keep promises; makes commitments or takes on projects but does not deliver | 1 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Makes poor strategic decisions, does not utilize good opportunities and makes little efforts to overcome competition Fails to attend conferences and rarely signs up for training sessions that present networking opportunities with other professionals | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How do you give your feedback and does it have any value? Do you always seek for clarification on issues you do not understand when conversing with someone? | [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] |
| FACILITATION: Is there a time when your group did not meet a project deadline? If yes, why? What did you do? Can you describe a project that required major input from other employees? Who did you choose to work with you and why? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you available when your team needs you to finish tasks? What are your strengthens and how do you utilize them in the group? | [employee comments] |
| CREATIVITY: Are there better methods you know of that can make the company more profitable? Do you believe you have now the experience to make better decisions in situations where you've done wrong ones? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you have weaknesses that showcase as you deal with others? Do you make friends depending on how well they work with you or who they are? | [employee comments] |
| FLEXIBILITY: Are you a fast learner willing to research and learn new tricks quickly? Do you handle all tasks with the seriousness they deserve do you take some for granted? | [employee comments] |
| PERSONAL RELATIONSHIPS: Describe a time when you have been able to address an angry customer and build a great relationship. What was the problem and how did you handle it? Describe a time when a colleague asked you to keep something confidential. How did you go about building this trust? | [employee comments] |
| ROLE AWARENESS: Describe a project that required you to demonstrate role awareness. What was your role and what was the outcome? Explain how your department has benefited from employees being more aware of their roles. How has this benefited the company at large? | [employee comments] |
| BUSINESS TREND AWARENESS: What strategies are you using to get the latest information about current trends? Can you think of a new trend that caught you unawares and how did you respond? | [employee comments] |
Summary |
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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: |