Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a civil transportation designer. Find the right words with quality phrases.
A civil transportation designer designs and constructs different transportation systems. Besides, he/she participates in route planning by providing technical advice on the best routes to take at a certain period as well as determining the cost of construction.
Other duties include carrying out a cost-benefit analysis to determine if the proposed road or highway is sustainable economically. In addition, they are responsible for checking if the roads are designed and built in line with government regulations and whether is susceptible to hazards. Using design software, they make designs for new routes taking into account the cost and the effectiveness of the routes in solving traffic problems.
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 |
|---|---|---|
| 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 always seek to be a team player and contribute effectively to team affairs. 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. | Breaks larger groups into smaller groups in order to encourage adequate participation and allow every member to interact Makes sure that every group member has a chance to contribute ideas and that discussion is not dominated by one or two people | 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 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. | Sets personal goals with none enhancing an excellent performance on the job Does not consult anyone before setting goals ending up working on the least important tasks first | 1 |
| CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions. | Crafts viable and inventive solutions required during a crisis season Always has a fresh viewpoint to any problem that presents itself | 2 |
| 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. | Submits both to the management and coworkers giving everyone an easy time Always wears a smile while serving others no matter the situation | 2 |
| FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance. | Micromanages assignments allowing little or no deviation to help complete tasks quickly Rarely helps others in their department or research based activities | 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. | Has little persistence in working with others to meet goals Always gives up when the project is not completed making others do more work | 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 goals inside own comfort zone thus doesn't find them compelling enough to follow through and achieve them | 1 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Does not show willingness to learn more about new technology fields Does little to advocate for the implementation of virtual reality techniques to improve training and engagement | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INTERPERSONAL SKILLS: Give an instance that your feelings and emotions became a hindrance to building meaningful relationships with others? Do you normally take the time to build meaningful and positive relationships with others? | [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? Who is in charge when you are away? How do you make sure that the person understands what you expect of him/her? | [employee comments] |
| NETWORKING: How has making new connections improved your professional and personal skills? What do you do when a client turns you down or shows no interest in what you have to offer? Give two examples of when this happened | [employee comments] |
| DEVELOPING OTHERS: Do you have the expected experiences and knowledge to share with others? What do you spend your energies on ? development or bringing down? | [employee comments] |
| CREATIVITY: Do you encourage your workmates to think creatively and enact the creativity in their daily work? Are you stuck to old methods that do not solve today's problems? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Are you lost in your world such that you don't care about others? Do you show favoritism when dealing with a particular group of people? | [employee comments] |
| FLEXIBILITY: Are you a fast learner willing to research and learn new tricks quickly? Are you consistent in following the descriptions given to finish tasks? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you carefully consider the feedback from the management or do you overlook it? 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 involved other employees in developing your goals? Give an example Describe a time when you have missed an important project deadline due to poor planning. What did you do? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: Can you describe a situation where you successfully utilized the power of virtual workplaces to save time and money? Have you ever advocated for the implementation of modern technologies that can assist in sharing and storing data more efficiently? | [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: |