Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a senior civil engineer. Find the right words with quality phrases.
A senior civil engineer has the mandate to assess if a civil project has met its requirements. He/she is also responsible for evaluating the feasibility of the site, where the project will be erected by drawing conclusions from the engineering design.
Other specific duties of the engineer include developing schematic designs and drawings depending on the requirements of the civil project. He/she also examines the layouts and designs of the construction projects as well as leading and supervising the engineering support staff. The senior engineer is also involved in administrative duties, for example, hiring and delegating duties to the junior staff. Lastly, they collaborate with other professionals in the project team.
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. | Expressing feelings and emotions are quite difficult leading to misunderstanding. Does not work well with others something that brings conflict every now and again. | 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. | Introduces a follow-up question such as "How does that change the way you feel about...?" if a discussion does not start immediately Creates an evaluation process; asks group members to take questionnaires or discuss changes and issues | 2 |
| DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one. | Shows the unwillingness to involve others who have the relevant experience, knowledge, and expertise in the decision-making process Fails to connect the problem to the overall company strategy thus ends up making bad decisions | 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. | Craves and fights for personal recognition more than the entire team's appreciation Domineers others by putting people off and misjudging others? contributions | 1 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Dresses the part to create both personal and corporate confidence Keeps the company culture alive by respecting the dress code | 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 Appreciates and provides honest feedback both to the management and the employees | 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. | Does not have a serious commitment to achieving both particular and business goals Always gives up when the project is not completed making others do more work | 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. | Does not inform the client or key personnel involved when the project is facing problems such as production delays 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 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 knows how to use the internet to search for information Makes little effort to participate in online tech communities that consist of technology savvy individuals sharing new technology ideas | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INTERPERSONAL SKILLS: Give an instance your personality affected your relationships with others. How did you resolve it? How well do you receive instructions and follow them through to achieve the desired results? | [employee comments] |
| FACILITATION: Is there a time when your group did not meet a project deadline? If yes, why? What did you do? How do you encourage group members to stay motivated when there is work pressure? | [employee comments] |
| DECISION MAKING: Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer Can you give specific examples of decisions that you make rapidly and those that take more time? | [employee comments] |
| TEAM BUILDING: What is your personality? Does it hinder or encourage you to participate? What is the one particular lesson the team learned from you that they did not have before? | [employee comments] |
| APPEARANCE AND GROOMING: What are your personal motives behind your dressing and grooming? Are you able to tell others to present themselves professionally without feeling guilty of doing the opposite? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you value people for their intrinsic worth or because of what they do? Do you show favoritism when dealing with a particular group of people? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Are you willing to change tactics and part of the winning team? What strengths do you have that you can use to work better? | [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 Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your accuracy in predicting future business trends? What efforts are you making to know what customers want? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: What efforts are you making to implement the use of virtual reality techniques to improve training and engagement? Have you ever advocated for the implementation of modern technologies that can assist in sharing and storing data 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: |