Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an architectural interior job captain. Find the right words with quality phrases.
Architectural Interior Job Captain is liable to oversee a team of architects and draftsmen who are working on an architectural project. This position may participate in the creation of drawings and drafts as an architect does.
More important responsibilities include - assisting in creating needed drawings using the computer-aided drafting software (CAD), reviewing the pictures of the rest of the architectural team, suggesting revisions of any drawings done wrongly, assisting other draftsmen update their designs on the suggestions, ensuring building designs are structurally sound and functional as well as in line with the developer's ideas, coordinating with the project leadership team to develop a suitable execution plan, leading the architectural team, structural engineers, draftsmen and general contractors during a massive building project.
Employee Performance Review Sample | |
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| 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. | Imposes solutions on other people's problems and appears to be impatient 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. | Demonstrates confidence and poise when pursuing new and challenging tasks. Demonstrates good listening skills and always pays attention when other people express their ideas. | 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. | Attends discussions only when one wants to correct or redirect the group but not to encourage or reaffirm group members Does not answer emails from group members or does so when it is already very late | 1 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Builds relationships that only benefit oneself; is not honest, sincere or ready to build something that will benefit both parties Comments on other people's blogs only when one wants to get others to read one's own blog | 1 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Sets very high expectations that challenge the team to think creatively outside the box Maintains an open communication platform with and among the employees | 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. | Enjoys working as a team creating a team spirit that works best in delivering expectations Always wears a smile while serving others no matter the situation | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Not as experienced and knowledgeable as shown in the application Does not generate any new ideas or recognize new solutions for problems | 1 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Is never serious about handling the set goals within the time given Sets lofty goals to excite the management but has no strategies to execute them | 1 |
| 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. | Works alone and does not seek advice from colleagues or people who have accomplished the same goals Sets a goal without a reason and purpose thus loses focus easily | 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. | Expresses own frustrations with anger instead of taking some time to breathe deeply and finding something positive about the situation Talks down to other employees, uses sarcasm, or sounds nasty when addressing issues thus ends up hurting them | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: Give an instance that you have been defensive during a conversation. How did it turn out? What are some of the distractions that you have that prevent you from having a good conversation with someone? | [employee comments] |
| INNOVATION: What is the worst decision you had ever made when you were trying to solve a particular problem? Do you delegate work and how has it benefitted you as an individual? | [employee comments] |
| FACILITATION: Describe the technique you have used to assign roles to group members. How have you found the technique effective? What are some of the methods you have used to solve conflicts in your group? | [employee comments] |
| NETWORKING: What qualities do you look for in professionals when networking? What value have you added to the new connections you have made? How do you make them feel part of your team? | [employee comments] |
| LEADERSHIP SKILLS: Are you interested in the growth of the team and the profitability of the company as well? Are you willing to learn new trends to equip you as a better leader? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Are you a good team player who does not choose which team to join? Do you show favoritism when dealing with a particular group of people? | [employee comments] |
| INITIATIVE: Are you creative enough to come up with decisions for hard tasks? Do you have the ability to plan your personal goals and accomplish them? | [employee comments] |
| PERSONAL GROWTH: Do you value hard work and are you interested in making the best out of it? What changes do you need to inject in your personal goals to make you better? | [employee comments] |
| PERSISTENCE: Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time? What have you done to develop the inner energy that keeps you going when facing tough situations at work? | [employee comments] |
| PERSONAL RELATIONSHIPS: Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it? Is there a time when you have chosen to trust a colleague to handle a very sensitive project for you? What was the outcome? | [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: |