Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a civil cad designer. Find the right words with quality phrases.
A civil CAD designer utilizes a computer program to sketch, scale, and refine graphical drawings for bridges, road maps, and other building projects. He/she may work at the office or may be involved in a bit of field work depending on the task.
Besides designing bridges and other construction projects, he/she works together with the project engineers and managers in the planning by finding out the cost of labor and materials and may work on projects that are more specialized including on erosion control structures, traffic management, and wastewater controls. In addition, they work with architects and engineers to develop outstanding designs suitable for different urban plans.
Employee Performance Review Sample | |
|---|---|
| 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. | Does not maintain the required eye contact and appears not to be relaxed during a conversation. 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. | Asks open-ended questions and gives group members time to elaborate Yes or No answers Makes sure that every group member has a chance to contribute ideas and that discussion is not dominated by one or two people | 2 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Attends networking events but remains in the company of a friend or colleague one attended the event with Comments on other people's blogs only when one wants to get others to read one's own blog | 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. | Gives feedback that goes on for too long without giving the other person time to process the information he/she has received Uses inappropriate humor which makes the other person uncomfortable and hurts his/her feelings | 1 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Effectively coaches assistants in group or individually towards high achievement Stimulates productive discussion sessions with the workforce for a decisive action plan | 2 |
| APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them. | Takes the appropriate steps to follow the provided action plan Does not compromise on the quality of the company's policies when evaluating the performance of each individual | 2 |
| 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. | Very rigid with the old ideas refusing to give them for new solutions Claims to think outside the box but the actions indicate otherwise | 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. | Does not know how to handle disagreements and dialogues with other employees Does not see the need to push a little harder when performing tasks at work | 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 Fails to attend conferences and rarely signs up for training sessions that present networking opportunities with other professionals | 1 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Shows little interest to learn more about online confidentiality, privacy and security Makes little effort to participate in online tech communities that consist of technology savvy individuals sharing new technology ideas | 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] |
| FACILITATION: Describe the technique you have used to assign roles to group members. How have you found the technique effective? Can you describe a project that required major input from other employees? Who did you choose to work with you and why? | [employee comments] |
| NETWORKING: How has making new connections improved your professional and personal skills? Is there a time when you have lost a great client due to poor networking techniques? What happened? What have you done to improve your networking skills? | [employee comments] |
| GIVING FEEDBACK: How have you handled an employee whose work is not up to the company's expectations? What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| SUPERVISORY SKILLS: Do you develop an action-oriented plan to improve competence and impact in the workplace? Do you favor some of the workers in your supervisory duties? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Do you treat the employees the same even the weak ones? | [employee comments] |
| CREATIVITY: Are there better methods you know of that can make the company more profitable? Are you stuck to old methods that do not solve today's problems? | [employee comments] |
| ENTHUSIASM: Can you think of a situation where you were intensely motivated? When were you bored? Describe a time you did more than was required of your job description. How did you feel about that? | [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] |
| TECHNOLOGY TREND AWARENESS: What efforts are you making to implement the use of virtual reality techniques to improve training and engagement? Have you ever advocated for the implementation of modern technologies that can assist in sharing and storing data more efficiently? | [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: |