Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a senior structural engineer. Find the right words with quality phrases.
A senior structural engineer leads and supervises other junior structural engineers. They are responsible for quality control of the site investigation to designing of any construction or civil project. He/she is also responsible for making sure that the structural engineers under them follow the set guidelines for investigating sites before construction.
Other duties include providing insights on the best measures to take before construction can begin to ensure safety and are responsible for the designing of the structure by working with his/her team of professionals. The senior engineer also acts as the spokesperson for the team of structural engineers, where he/she communicates all the necessary measures developed for the project.
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 maintain an open mindset to whatever the other person is trying to put across. Has difficulty seeking clarification to issues that are not well understood | 1 |
| 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. | Always seeks to improve by learning new techniques and skills. Adept at taking instructions and ensuring to follow them to the book. | 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 Only presents information in text form; does not use diagrams to simplify complex information | 1 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Constantly watches, tracks and admonishes employees for every slight failing thus makes them feel as if they are not trusted Leaves employees in the dark instead of developing realistic and attainable goals that guide them to achieving the company's vision | 1 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Completes the tasks given to teams without getting concerned who gets the credit Always willing to help his fellow workmates complete their projects on time | 2 |
| 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. | Listens to counsel regarding set goals and lays down the best strategies to meet them Devises new plans to help out often with severe challenges | 2 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Does not appear to learn from previous mistakes thus keeps repeating them Very difficult to deal with coworkers confrontations without taking sides | 1 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Uses guesswork instead of asking for clarification on a project thus, ends up making serious mistakes and getting stressed up Is negative minded; focuses on the problem or challenge one is facing rather than adjusting one's mindset to look for solutions | 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. | Underestimates completion time for the goals thus gets frustrated when things take more time to achieve than expected Wastes a lot of time merely reacting to life rather than facing things head on and planning in advance | 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 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] |
| INTERPERSONAL SKILLS: Give an instance your personality affected your relationships with others. How did you resolve it? Do you always seek to make people relaxed when they are talking to you or do you use intimidation? | [employee comments] |
| FACILITATION: Is there a time when you have had to deal with a group member who does not attend group meetings? How did you go about it? Can you describe a project that required major input from other employees? Who did you choose to work with you and why? | [employee comments] |
| MANAGING AT TEAM: How do you think your reporting staff would comment on your strengths, weaknesses, and managing style? What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace | [employee comments] |
| TEAM BUILDING: Should you take a more active role and contribute more to your future teamwork? How effectively did you work together with others on this project? | [employee comments] |
| DEVELOPING OTHERS: Are you reliable to train and coach the employees to produce a better workforce? Does the management count on you to deliver profitability in the business? | [employee comments] |
| ORIENTATION TO WORK: How well do you manage your time assigned for the tasks? Are you too hard on yourself when you make mistakes? | [employee comments] |
| HANDLING STRESS: Can you describe a situation at work that really stressed you out to the maximum? How did you handle it? Is there a time when your work has been criticized? How did you receive the criticism? | [employee comments] |
| PROJECT AND GOAL FOCUS: How do you communicate your goals to other members of the team? Give an example How do you differentiate goals that are urgent from those that are important? Give an example | [employee comments] |
| TECHNOLOGY TREND AWARENESS: Can you describe a situation where you successfully utilized the power of virtual workplaces to save time and money? 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: |