Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an architectural intern. Find the right words with quality phrases.

An Architectural Intern provides all the structural support that a lead architect requires in the design, selection, coordination and detailing of the architectural materials and systems.

The duties of this position are, assisting with contract administration responsibilities, participating in the architectural design process as well as developing alternative solutions and presentation graphics that are used to communicate the concept to the client, developing project specifications from master specifications, participating in the review of product drawing submittals during the construction phase, assisting architects in construction drawings of pre-fabricated structure projects, organizing and maintaining the project files, scanning, copying, printing and transmitting original work drawings.

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

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.

Interrupts others when they are expressing their views and opinions.

Show signs of being easily distracted by other things during a conversation.

1

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Breaks larger groups into smaller groups in order to encourage adequate participation and allow every member to interact

Encourages other group members to lead future discussions in order to make them feel joint ownership of a group and its goals

2

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Claims dedication to the company but takes no significant steps to show it

Uses company time to advance personal agenda rather the company's agenda

1

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.

Ridicules people from other races speaking negative things about them

Does not show appreciation for work done well by other employees

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.

Initiates a conversation by asking questions, sharing something about oneself and allowing the other person to share

Shares information or content with others that is directly related to their work in order to help improve their professional skills

2

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.

Uses downtime to prepare for future tasks, catch up on backlogs or as a time to do simple or easy tasks

Works backwards from the deadline in order to see how tweaking daily micro tasks could increase chances of meeting own goals even further

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.

Delivers low-quality work to beat the clock and is poor in time-management

Allows tasks to pile-up, rushes in the last-minute, and ends up falling behind others

1

CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise.

Does not manage the expectations of customers by failing to give reasons for delays

Gives inaccurate solutions when faced with difficult questions and does not bother to ask for assistance

1

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Demonstrates inability to identify more important tasks first and focuses more on quantity than quality

Demonstrates inability to balance work and life and creates time for only one aspect at the expense of the other

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.

Always lags behind others in working with new and complex systems

Does not know the basics of troubleshooting and maintaining basic devices and machines

1

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

How well can you rate your listening ability skills when having a conversation?

Give an instance that you did not listen carefully and you ended up messing the situation.

[employee comments]
FACILITATION:

What methods of communication have you used to pass information to group members?

What are some of the methods you have used to solve conflicts in your group?

[employee comments]
DEDICATION TO WORK:

Do you give all the tasks provided your utmost attention or do you overlook details?

Are you willing to change in areas that are not too impressive?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Are you lost in your world such that you don't care about others?

Do you show favoritism when dealing with a particular group of people?

[employee comments]
PERSONAL RELATIONSHIPS:

How do you establish rapport with other employees? What are some of the things that you have done to gain their confidence?

How do you make sure to keep the existing relationships with other employees and customers strong every single day?

[employee comments]
ROLE AWARENESS:

Describe a time when you have had to adapt to a difficult situation. What made the situation difficult and how did you manage it?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[employee comments]
TIME MANAGEMENT:

Do you maintain a plan and say no to constant interruptions while working?

Do you make your schedules flexible enough to accommodate emergencies?

[employee comments]
CUSTOMER SERVICE:

Is there a time when you were asked a question and you were unable to answer? Did you seek assistance?

What efforts are you making to gain more understanding about company products?

[employee comments]
SCHEDULING:

Have you ever failed to add contingency time when scheduling and how did you correct the mistake?

How often do you create a routine to get repetitive tasks done more efficiently?

[employee comments]
TECHNICAL SKILLS:

Can you describe your experience with using new systems? Which challenges did you face and how did you solve them?

How often do you train others in your area of expertise and how often do you share your knowledge?

[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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