Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a junior structural engineer. Find the right words with quality phrases.
A junior structural engineer works under senior structural engineers in site supervision, analyzing materials and designs of civil projects as well as working with other professionals in project teams. He/she utilizes the principles of physics, mechanics, and mathematics in developing sustainable projects on request.
In addition, they work in collaboration with the senior structural engineers, in designing of structures. At this stage, they assess if the proposed design/structure is capable of withstanding pressure. They work with the senior engineers in determining the kind of support the building will need to be safe including beams, foundations, and columns. Lastly, they are required to consult with other project team members.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 know how to give feedback and asks irrelevant questions. Criticizes other people's way of delivering their content or views. | 1 |
| TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback. | Has a good way of solving team conflicts and ensures that peace and harmony are upheld. Always quick to notice and ease tensions that might be simmering within the group. | 2 |
| INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other. | Does not know how to communicate in a clear way so that others can easily understand. Is not patient enough to handle issues and does not have a high tolerance level. | 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. | Does not allow group members to air their views; posts items on the discussion boards more than the group members Does not provide group members with materials or tools necessary for effective group discussions | 1 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Sets very high expectations that challenge the team to think creatively outside the box Motivates and encourages the team to take responsibility for their performance | 2 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Highly efficient timekeeper ensuring projects are delivered within the set deadlines Satisfies both the management's requirements and the company's as well | 2 |
| DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work. | Gives all the tasks intermittent attention rather than concentrated attention Uses company time to advance personal agenda rather the company's agenda | 1 |
| 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. | Looks for other people to do personal duties and claims to have done them Does not accept any responsibility even for personal work that is incomplete | 1 |
| PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value. | Lets other people throw one's task off by accepting to do favors for them while working on an important task Sets "negative" goals, which makes one lose motivation needed to accomplish them easily | 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 Hardly advocates for the implementation of modern technologies that assist in sharing and storing data efficiently such as cloud storage | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How well can you rate your listening ability skills when having a conversation? How well do you receive and apply the instructions given out? | [employee comments] |
| TEAMWORK SKILLS: How well do you work while you are on a team or a group? Give an instance you helped your team members to finish their tasks before the deadline? | [employee comments] |
| INTERPERSONAL SKILLS: How well do you work with those around you to ensure things are done? Do you always seek to influence people in a good way and support them in their efforts? | [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] |
| LEADERSHIP SKILLS: Are you reliable to answer the employees? questions without lying? Are you willing to learn new trends to equip you as a better leader? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you willing to reconcile when a conflict occurs in the workplace? What can your team say concerning your work ethics and manners? | [employee comments] |
| DEDICATION TO WORK: Are you available to do what is expected of you within a set timeline? Do you seek new opportunities to make you grow or you are not open minded? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Are you part of the accomplishers or losers who contribute to the company's losses? Do you set goals or have a workable plan that you follow through with? | [employee comments] |
| PROJECT AND GOAL FOCUS: Is there a time when you have missed goals? What were those goals and why did you miss them? How do you organize your goals in order to remain focused and make them more achievable? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: What efforts are you making to learn more about data mining techniques? Are there any times you had to seek for assistance on issues related to new technology trends? | [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: |