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

A cost consultant has the main role of providing estimates concerning the cost of a construction work as well as helping in controlling costs. He/she performs feasibility studies and helps to determine the requirements of the projects as well as assisting in defining the budget of the project.

Other tasks associated with the role include performing analysis and cost estimates, preparing cost estimates, take part in the preparation of cost monitoring reports and estimates, comparing the designs against the budget, performing value and risk management exercises, benchmarking the requirement of the project against similar projects, preparing cash flow projections and cost plans as wells as evaluating value for money.

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

CONFLICT MANAGEMENT: Conflict Management is a situation where the interests, needs, values and goals of the involved parties interfere with one another in the workplace where different stakeholders have different priorities.

Always interrupts when others are sharing their points of view.

Does not address serious issues especially when they require escalation.

1

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Knows how to receive and give constructive feedback to other people's ideas.

Demonstrates good listening skills and always pays attention when other people express their ideas.

2

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.

Creates an environment where members are afraid of airing their views for fear of being judged

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

1

OFFICE POLITICS: Office Politics is a tool that assesses the operational capacity to balance diverse views of the interested parties of the human interactions that involve power and authority.

Makes plans with team members, acts really excited, but backs off at the last possible minute

Engages in a heated email battle with a colleague instead of simply talking to them in person or on phone

1

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Draws upon one's self-control in order to identify and manage the emotions of others during adverse times

Maintains awareness of one's own emotions and uses this knowledge to guide one's actions and to think in a favorable manner

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Asks team leaders to report how their teams contribute to the mission and which mission-related goals could make the teams more effective

Foresees situations that may break the ongoing strategies and deals with them before they actually happen

2

SALES ABILITY: Sales Ability is the skill to understand your product's features and being able to present their benefits accurately and persuasively to the customers.

Gets frustrated and discouraged when a sale is unsuccessful instead of learning what could have been done better and approaching new opportunities

Easily gives up when one faces rejection and therefore suffers from inconsistent performance

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.

Hardly bothers to know the latest business trends and rarely implements policies that can drive change towards new trends

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

1

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Views competitors as threats rather than making efforts to survey them and learn their tricks

Makes poor financial decisions and has poor money management skills

1

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Ignores the perspectives of customers and vendors and thereby fails to meet their expectations

Does not demonstrate willingness to learn new procedures and hardly encourages others to undergo training on new procedures

1

Self Evaluation

Self Evaluation Question

Employee Comments

CONFLICT MANAGEMENT:

Explain an instance where you managed to mediate in any conflict. What were the results?

What conflict resolution methods do you feel always has the desired results?

[employee comments]
INNOVATION:

Give an instance you thought critically and came up with workable solutions?

How well do you work with a group or team to come up with innovative ideas?

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a team experience which you have found rewarding?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
OFFICE POLITICS:

How would you respond to a colleague who sends you a provocative email? Is there a time when this has happened to you?

What are some of the things you have done to remain focused at work and avoid office politics?

[employee comments]
SELF AWARENESS:

Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues?

Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that?

[employee comments]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

What are some of the things you have done to improve your ability to plan for the future?

[employee comments]
SALES ABILITY:

What do you like most about being a sales person? What is your greatest strength and weakness?

Is there a time when you have turned a prospect away? If yes, why? What did you learn from the experience?

[employee comments]
BUSINESS TREND AWARENESS:

Can you think of a new business trend that challenged you most and how did you implement change?

What strategies are you using to survey your competitors and are you noticing any results?

[employee comments]
ENTREPRENEURIAL THINKING:

What efforts are you making to become more involved with the community that supports your venture?

What efforts are you making to stay ahead of your competitors and learn from them?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

How often do you attend think tank and ideation sessions to learn new ideas on improving processes?

[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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