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

A CADD drafter uses computer-based design software to make drawings, which are used in the manufacturing industry or building projects. This means that they can work in a wide range of sectors such as civil, manufacturing, mechanical, and electrical.

Other duties of the drafter is to develop drawings which can then be used by engineers, surveyors, and architects to make decisions about procedures, materials, dimensions, and codes. Drafters can also specialize. For instance, architectural drafter designs for architects while civil drafters make designs for construction projects. Mechanical CADD drafters make designs for mechanical devices. Others include aeronautical, pipeline, and electrical CADD drafters.

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

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

Only presents information in text form; does not use diagrams to simplify complex information

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.

Redirects the conversation or situation to something positive by focusing on something else other than what the argument started about

Avoids confrontational body language, such as maintaining eye contact for long periods of time or making aggressive gestures

2

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

Moves on after an introduction because one believes that the other person is not good enough for one's business

Stays for over a month without picking up the phone to connect with a new person

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.

Does not have the capacity to handle difficult people and treats them differently

Does not resolve small problems until they grow to a significant conflict

1

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Shows great confidence in the ability to execute daily tasks

Always willing to help where major decision making may be required

2

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Sets challenging yet realistic goals and designs strategies to achieve them

Helps weak employees meet their goals and beat deadlines with ease

2

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.

Is not willing to learn new things and does not pay attention when being trained to take on a new role

Lacks compassion and understanding; always complains about how much work one has and does not look for ways to get it done

1

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Makes excuses when one makes mistakes or fails to meet deadlines instead of holding oneself accountable and showing the willingness to improve

Takes on too many tasks, which often leads to low morale, stress or poor performance

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.

Relies on forecasting tools that are not tested and proven

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.

Hardly asks for assistance when faced with issues related to new technologies

Does little to advocate for the implementation of virtual reality techniques to improve training and engagement

1

Self Evaluation

Self Evaluation Question

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]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her?

When you work with a group of people, disagreements are common. Can you describe a time when you handled a disagreement in your workgroup? How was it solved?

[employee comments]
NETWORKING:

Describe a networking event that changed your career life. What was the event about? What happened?

How have you helped your networking partners to get to know each other and help each other out?

[employee comments]
SUPERVISORY SKILLS:

Do you measure your performance as you gauge the performance of the employees?

Do you have a laid out plan on how to ensure you reach each employee individually?

[employee comments]
DEVELOPING OTHERS:

Do you have personal goals set before you can set the employee's goals?

Do you delight in developing others? capability and making them better?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you willing to change tactics and part of the winning team?

Do you accept positive criticism that is meant to help you improve your expertise?

[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]
DEADLINES - ON TIME:

You are currently working on a project that is due in a few hours. Your boss assigns you another project that is due at exactly the same time as the current one. What do you do to make sure that you meet both deadlines?

Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success?

[employee comments]
BUSINESS TREND AWARENESS:

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

Can you think of a new trend that caught you unawares and how did you respond?

[employee comments]
TECHNOLOGY TREND AWARENESS:

Can you describe a situation where you successfully utilized the power of virtual workplaces to save time and money?

How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently?

[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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