Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a project architect. Find the right words with quality phrases.
A Project Architect is responsible for coordinating the many parts of a building project that he/she is in charge of that include product design, development of plans, construction documents as well as consulting with other about the job being completed.
The essential primary duties include overseeing all the workers involved in the design of the project, coordinating different pieces of the project both with the staff and clients, communicating with the engineers and city officials who are involved in the design phase of each project, determining the construction materials and the best methods to use in that project, assessing all the project needs and setting objectives, budgets and schedule, assessing sites, relevant city codes and any other research that may be required.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Imposes solutions on other people's problems and appears to be impatient during a conversation. Fails to follow the instructions given to undertake a particular task. | 1 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Always willing to take risks to achieve great innovative results. Builds and maintains beneficial relationships, which helps achieve great results. | 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 give regular feedback; waits until the end of the year to evaluate and give feedback to group members Only presents information in text form; does not use diagrams to simplify complex information | 1 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Often shows up at work with uncombed hair and in wrinkled clothes Inconsistent in following and keeping major ethical business practices that matter to the company | 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 Always has a fresh viewpoint to any problem that presents itself | 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. | Submits both to the management and coworkers giving everyone an easy time Appreciates and provides honest feedback both to the management and the employees | 2 |
| PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face. | Is tied into one's ego and is not quickly willing to admit when something is not working Avoids taking on long projects or tasks for fear of not completing them on time | 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 Makes excuses when one is unable to work or does not understand what the project is about instead of asking for clarification | 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 Rarely bothers to know what customers want and ends up losing existing customers and prospects | 1 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Does not train others in an area of expertise and hardly shares knowledge with colleagues Does not understand the basics of coding and programming and is always unable to design simple programs | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: Have you ever been interrupted by a speaker in the middle of a conversation? Do you in most cases ask relevant questions when having a conversation? | [employee comments] |
| INNOVATION: What is the worst decision you had ever made when you were trying to solve a particular problem? Describe the best and the worst decision you have ever made? | [employee comments] |
| FACILITATION: Is there a time when you have faced challenges when coordinating a group? How did you overcome the challenges? How do you encourage group members to stay motivated when there is work pressure? | [employee comments] |
| APPEARANCE AND GROOMING: Are you satisfied with what you wear and do you show too much flesh? What is your level of hygiene that you present to others? | [employee comments] |
| CREATIVITY: Do you encourage your workmates to think creatively and enact the creativity in their daily work? Do you value and implement creative skills that you learn from others | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you value people for their intrinsic worth or because of what they do? Are you accommodating to other people who are of a different race, age or color? | [employee comments] |
| PERSISTENCE: How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical? What has been your greatest failure? What would you do differently next time to ensure success? | [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 you have met resistance while trying to build a relationship with a colleague. How did you deal with it? | [employee comments] |
| BUSINESS TREND AWARENESS: Can you think of a new business trend that challenged you most and how did you implement change? Can you think of a new trend that caught you unawares and how did you respond? | [employee comments] |
| TECHNICAL SKILLS: Can you describe a time when you saved time by applying your technical skills to automate a process? Have you ever failed to follow technical instructions when using a new system? What did you do to improve? | [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: |