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

An Interiors Architect is responsible for designing the interiors which require both the functionality and the appearance of space. Though grouped together with the interior decorations, this role takes on a bigger task than when making a simple room.

The primary duties include specializing in designing and building interiors for safety and functionality, understanding the durability and strength of building materials, drafting plans for creating and refinishing spaces for both private homes and commercial buildings, Interacting with different clients, architects or designers, construction team and inspectors, creating projects while taking into consideration the interior construction, lighting and furnishings, understanding of the federal, state and local building regulations.

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

ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit.

Does not follow the company's dress code protocol to the letter

Difficult coming up with workable solutions to basic workplace problems.

1

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Tries to always consider all factors at play before deciding on a particular methods or way.

Always feels comfortable and confident when seeking help or advice whenever stuck on solving any issue.

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.

Goes absent without official leave; disappears for days without any explanation to the group members

Sets up the groups based on members' performance on previous projects, rather than on the strengths, weaknesses of each group member

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.

Fails to display an acceptable standard of good professional grooming

Gossips about the coworkers and picks battles easily bringing conflict in the workplace

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.

Helps those who require assistance without checking their age, race, color or position

Always wears a smile while serving others no matter the situation

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.

Easy to get depressed if the results of the work done are wrong

Neglects the less important tasks and does not give them much thought

1

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Finds it difficult to trust other employees, thus, is not able to influence positive change in the workplace

Does not see the need to push a little harder when performing tasks at work

1

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.

Does not show respect and courtesy to team members, customers, and external agencies

Shows unwillingness to contribute suggestions that help solve company problems or conflicts among employees and team members

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.

Waits for the annual appraisal instead of keeping assessing own performance and looking for areas that need improvement

Often sets unclear and unrealistic goals and thus gets frustrated or blames other employees when one doesn't meet them

1

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Are the channels for solving issues clear to you? If yes, explain why?

How can you rate the general work morale? Are people in good spirits when discharging their roles?

[employee comments]
CRITICAL THINKING:

Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions?

How well do you consider having a concrete conclusion when presenting your ideas?

[employee comments]
FACILITATION:

Describe the technique you have used to assign roles to group members. How have you found the technique effective?

Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it?

[employee comments]
APPEARANCE AND GROOMING:

Do you follow the company policies and regulations in regards to how you should dress?

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 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 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]
FLEXIBILITY:

Are you adaptable to a new working environment with new people?

Do you handle all tasks with the seriousness they deserve do you take some for granted?

[employee comments]
ENTHUSIASM:

Think of a time you had an idea and you got other employees to follow you. What was the idea?

Can you think of a time when you sought a colleague's idea or opinion when working on a new project?

[employee comments]
PERSONAL DRIVE:

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

Can you think of a time when the events or actions of a colleague adversely affected your personal drive? How did you cope with that?

[employee comments]
ROLE AWARENESS:

What have you done to help team members become more aware of their roles in a team project?

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]

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: