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

A civil engineering manager is responsible for leading other junior civil engineers and technicians as they develop, update, and test different civil projects. The manager acts as the overall overseer on the engineering team and he/she is widely consulted by their juniors.

His/her primary responsibilities include leading and supervising civil engineers, technicians, and scientists who work on civil projects. They also oversee the quality control of the projects, examine drawings of the projects, and provide further insights. Furthermore, they provide guidelines on the materials, resources, expertise, and any other requirements of a particular civil project. Other duties include recruitment and conducting performance reviews among other administration responsibilities.

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

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.

Does not keep the motivation going by letting people know that their ideas matter or rewarding them for a job well done

Is unwilling to assume leadership roles within the group or help in facilitating team goal setting

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.

Thanks group members for their active contribution and makes sure to start a Thank You comment with a positive reinforcement

Creates an evaluation process; asks group members to take questionnaires or discuss changes and issues

2

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

Treats customers, clients, and other business associates as opportunities and cash cows

Awkwardly forces oneself into people's conversation in order to grab their attention and get contacts

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.

Has no established goals to develop the skills, abilities, and expertise further

Gives up easily as well as discourages the team being led

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.

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

Works towards creating a peaceful work environment by adhering to the rules and regulations

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Speaks up diplomatically and calmly if one has too much to handle

Makes to-do lists, prioritizes one's tasks and schedules enough time to complete each task in order to avoid stress from piled-up tasks

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Falls into the trap of worrying too much about what others will say or think about one's ideas and lets that paralyze one from taking action

Evaluates a situation based on assumptions from other people instead of investigating things for oneself

1

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Stays in the office and focuses on own work instead of spending time with project team members, stakeholders, and clients

Does not keep a close eye on the project team's performance or intervene when a project is derailing

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.

Does not possess good predicting abilities and often predicts future trends with a high level of inaccuracy

Hardly observes competitors and pays little attention to the trends that make competitors thrive

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 identify weaknesses in mechanical tools and equipment

1

Self Evaluation

Self Evaluation Question

Employee Comments

COLLABORATING WITH OTHERS:

Can you give the best example of a time when you worked cooperatively as a team member to complete an important task?

Describe a time when you have had to work with a difficult team member. How did you handle it?

[employee comments]
FACILITATION:

What methods of communication have you used to pass information to group members?

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]
NETWORKING:

Which methods have you used to find new business connections? Why? Which one of these methods have you found to be the most effective?

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

[employee comments]
DEVELOPING OTHERS:

Are you a fast learner and can you impart what you learn fast enough?

Does the management count on you to deliver profitability in the business?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

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

Are you available when your colleagues need you to help them?

[employee comments]
HANDLING STRESS:

Can you give examples of some of the things you have done to prevent a situation from becoming too stressful for you to handle?

Which specific areas in your current department do you find to be the most stressful?

[employee comments]
PRACTICAL THINKING:

How have you helped other employees improve their ability to think practically? How has this benefited the company?

What have you done to improve your practical thinking skills? How has this helped your career life?

[employee comments]
PROJECT MANAGEMENT:

What methods/techniques have you used to track the progress of a team project? Describe a time when you have prevented a project from derailing

How do you make sure that you and your team deliver a project on time or exceed customer expectations?

[employee comments]
BUSINESS TREND AWARENESS:

What strategies are you using to get the latest information about current trends?

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

[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:

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