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

A Cost Estimator is assigned the role of collecting and analyzing data to determine the amount of labor, time and material it would take to produce a product or deliver a particular service. He or she will ensure that all factors are considered before a particular project is undertaken to avoid resource wastage and inconveniences.

Besides that major role he or she will perform the following duties; travel to gather the required information; consult with other professionals to come up with a good estimate; perform cost suitability and profitability; maintain the directory of all contractors, subcontractors and suppliers; develop plans for the project cost; resolve any estimate issues with the clients and prepare and document all cost and expenditure statements.

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.

Allows problems to develop into serious issues instead of dealing with them first.

Does not satisfactorily express grievances in a manner that can be understood clearly.

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.

Shows great ability to assess and manage any form of risks that might arise.

2

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.

Allows oneself to be baited into an emotional reaction, which often results in overreaction or bad-mouthing other people

Undermines others by always pretending to do everything better than everyone else

1

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Tries to achieve too many goals at once thus makes it harder to achieve any of them

Creates vague goals without being specific on how one will make the goals become real

1

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Carefully monitors and appreciates the quality of work one has provided as well as that, which other people provide

Compares work performance and the expected outcomes against the set standards in order to achieve quality results

2

FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day.

Considers renting equipment rather than buying in order to avoid maintenance costs and overpaying on equipment that is only required for a certain period of time

Develops comprehensive financial statements or loan proposals in order to establish a strong relationship with lenders and secure loans

2

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Rarely takes part in making changes in policies to eliminate unfair elements

Strays from the truth and does not give credit where due

1

DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness.

Hardly bothers to assess whether the current procedures, practices, and policies are diverse

Possesses little understanding of the perspectives of others and does not bother to make improvements

1

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Rarely participates in celebrations and events that feature people with different cultures

Shows unwillingness to take part in professional development courses and forums that enhance intercultural competency

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.

Hardly sets any objectives when initiating process improvement efforts and most efforts end up being fruitless

Ignores benchmarks and fails to complete processes in accordance with the already set standards

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?

During any conflict, have you at any time compromised to try to reach an agreement?

[employee comments]
INNOVATION:

How well do you deal with pressure when it comes to developing workable solutions to problems?

How well do you respond to issues and what do you feel is your weak point when dealing with problems?

[employee comments]
OFFICE POLITICS:

What have you done to stay away from office drama and politics?

What would you do if colleagues in a group you are in stop discussing productive topics and start discussing others?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

What have you done to help other people to set realistic goals? Give the last time you did this

[employee comments]
RESULTS ORIENTATION:

Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them?

Describe a time when instructions on a project were not clear. What made them unclear and what did you do?

[employee comments]
FINANCIAL MANAGEMENT:

Describe a time when your company has made a huge profit. What do you think made this possible?

In your opinion, when do you think is the best time for a company to borrow a loan from the bank? Explain your answer

[employee comments]
BUSINESS ETHICS:

Can you think of a situation where you found yourself straying from the truth and how did you avoid straying?

What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty?

[employee comments]
DIVERSITY AWARENESS:

What have you done to increase your understanding of the perspectives of others?

What efforts are you making to assess whether the current procedures, practices, and policies are diverse?

[employee comments]
INTERCULTURAL COMPETENCE:

What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[employee comments]
PROCESS IMPROVEMENT:

Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake?

How often do you eliminate steps that are of no value in a process?

[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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