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

A civil drafter creates drawings and maps for various civil projects either manually by use of drafting devices or using a computer application. He/she civil drafters work in collaboration with other professionals for construction projects.

The drafter has specific duties such as creating drawings for different projects on request. They also develop relief and topographical maps to assist the engineers and construction workers in the implementation of the projects and is also responsible for providing visual guidelines to the engineers through their drawings. They may also provide insights into the selection of materials, designs, and processes. Lastly, they explain concepts to the construction workers using detailed 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.

Does not maintain an open mindset to whatever the other person is trying to put across.

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

1

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Addresses underlying causes of low participation; finds out why a group member is not fulfilling the assigned role or barely attending meetings

Constantly reminds group members of the importance of working as a team and emphasizes the importance of collaboration and cooperation

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.

Rarely enters the discussion, even when the group is not understanding the concept or is way off topic or task

Does not provide group members with materials or tools necessary for effective group discussions

1

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Does not make boundaries to let the difficult person know what is okay and what is not, and what would happen if boundaries are crossed

Takes the reactions of a difficult person personally and allows oneself to become emotionally charged in reaction to him/her

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Creates time to review the names and details of new contacts in order to get ready for future appointments

Follows up with casual contacts in order to try and build a potential long-term business relationship

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.

Pays careful attention to important details when assessing and appraising an employee or staff

Does not compromise on the quality of the company's policies when evaluating the performance of each individual

2

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.

Does not project an image of professionalism through the dressing

Inconsistent in following and keeping major ethical business practices that matter to the company

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 listen or respect the opinions of others always overlooking them

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.

Does not communicate proactively to let others know when a task is complete and know what needs to be done next

Brags about all the things one can do but never delivers thus makes others upset or fail to meet their goals

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

Rarely bothers to know what customers want and ends up losing existing customers and prospects

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]
COLLABORATING WITH OTHERS:

Can you describe a situation where you had to compromise or help others to compromise? What steps did you take?

Can you describe a project you were working on, that required input from people in different departments or at different levels of the company? How did you go about it?

[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]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to deal with a difficult person at work? What was the problem? How did you go about it?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
NETWORKING:

How do you make sure to keep in touch with a new contact after the first meeting?

What value have you added to the new connections you have made? How do you make them feel part of your team?

[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]
APPEARANCE AND GROOMING:

Are you satisfied with what you wear and do you show too much flesh?

Are you able to tell others to present themselves professionally without feeling guilty of doing the opposite?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts?

Do you make friends depending on how well they work with you or who they are?

[employee comments]
ROLE AWARENESS:

Describe a project that failed because you were not aware of your role in it. How did you go about it?

Explain how your department has benefited from employees being more aware of their roles. How has this benefited the company at large?

[employee comments]
BUSINESS TREND AWARENESS:

What efforts are you making to increase your understanding about current business trends?

Do you encourage your colleagues to attend conferences and local events that provide networking opportunities with other professionals?

[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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