Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a job captain. Find the right words with quality phrases.
A Job Captain is a member of the Architect's staff who is responsible for overseeing a given project from drafting of the plan to the actual drawings and coordinating of any other element required. This post reports to the project manager, or the architect.
The primary responsibilities for this position includes, ensuring that the draftsmen carry out all the instructions as required, directs the team members at all levels of the contract administration, runs a minimum of 1-2 projects at various stages of work, visiting the sites plus drafting reports of the visits, inspects the drawings and provides feedback to the personnel, representing the client in obtaining bids and awarding the construction contracts, prepares studies and reports.
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. | Does not know how to give feedback and asks irrelevant questions. Criticizes other people's way of delivering their content or views. | 1 |
| INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc. | Always tries to seek clarification on issues that are not well understood. Strikes a good balance when it comes to confidence, modesty, and professionalism. | 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 Allows simple and non-descriptive answers during discussions which discourages members participation | 1 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Withholds negative feedback to underperforming employees thus depriving them the information they need to improve Always tells employees what they are doing wrong which makes them assume that they are not a good fit for the job | 1 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Attracts others by his ability to work well with any team Manages others by making all his relationships with staff and management professional | 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 Works towards creating a peaceful work environment by adhering to the rules and regulations | 2 |
| PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish. | Is unwilling to resume responsibilities outside of one's own job description Is unable to control one's emotions and is always picking fights with fellow colleagues and customers | 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. | Lacks enough understanding about the current market trends and does not make enough efforts to improve Hardly observes competitors and pays little attention to the trends that make competitors thrive | 1 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Demonstrates little understanding of the appropriate writing styles when expressing ideas Understands very few components of writing reports and proposals and does not show interest to learn more | 1 |
| MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another. | Performs poorly in teamwork and is unable to work with a diverse group of people when solving problems Hardly knows how to use most hand tools properly and is unable to identify basic hand tools | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How do you give your feedback and does it have any value? Give an instance that you did not listen carefully and you ended up messing the situation. | [employee comments] |
| INTERVIEWING: Do you ask questions on issues that you feel are not well understood? What is the one question you find challenging to answer during an interview and why? | [employee comments] |
| FACILITATION: Describe the technique you have used to assign roles to group members. How have you found the technique effective? How do you encourage group members to stay motivated when there is work pressure? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it? What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| TEAM BUILDING: Are you a team player or a mere observer? What do you need to change? What is the one particular lesson the team learned from you that they did not have before? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you value people for their intrinsic worth or because of what they do? Do you make friends depending on how well they work with you or who they are? | [employee comments] |
| PERSONAL DRIVE: What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished? What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your accuracy in predicting future business trends? Do you encourage your colleagues to attend conferences and local events that provide networking opportunities with other professionals? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: How often do you encourage others to acknowledge cited works? How often do you encourage others to employ writing styles that are reader-friendly? | [employee comments] |
| MECHANICAL SKILLS: How often do you train yourself to improve your ability to read a wide range machine prints and diagrams? What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment? | [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: |