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

An estimator project manager is responsible for estimating all project costs to ensure that projects are done in line with the cost estimates. He or she will work closely with contractors and sub-contractors to ensure that the project deliverables are met within the stipulated timeframe. Furthermore, he or she will get to resolve and if need be, escalate all project estimation issues to the senior management.

Other duties that he or she can handle include; estimate all requirements that pertains to the projects, coordinate all project proposals, examine project work orders, maintain projects? high standards, attend meetings of the project and ensure that it abides by all the laid down procedures, coordinate all project activities and liaising with contractors and subcontractors.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Talks too fast and always does not answer the questions satisfactorily.

Does not show enough knowledge of the position being applied for and the company at large.

1

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Uses strategic approachability and skill when it comes to solving issues.

Shows great flexibility when it comes to changing strategies and tact while dealing with different problems.

2

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Is always late to work, functions, and meetings and takes a day off when a major or important event is taking place at work

Is not able to speak up concisely and clearly or use body language that shows confidence when communicating ideas with team members or own bosses

1

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Keeps team members' communication limited to work only and does not engage them in conversations that bring a sense of community

Does not set up metrics to measure progress, monitor output, or ensure deadlines and targets are being met

1

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Always goes above and beyond the job description and duties to satisfy the customers

Always eager to obtain constructive feedback that ensures better performance in all the tasks

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.

Gathers all the facts and gets inputs from others before making effective decisions

Works at a comfortable pace that thoroughly analyzes all situations before handing a final solution

2

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

Sets goals based on what others want one to become instead of aligning them with the vision one has for own life

1

COST CUTTING: Cost Cutting is the ability to reduce costs or workplace expenses that may be excess costs that can be limited.

Regards working from home for employees as a way to encourage laziness, not a way to save on commuting allowances

Uses telephone systems to communicate with employees in remote areas and does not consider trying the available free call services

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 take ownership of the project; shows the unwillingness to commit or see the project through to successful completion

1

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

Often makes jokes that are offensive to others and is disrespectful to people with diverse views

Makes little efforts to promote professional development courses and forums that enhance diversity

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Do you ask questions on issues that you feel are not well understood?

Do you always receive all the information and materials for the interview process from the interviewer? How does it help mentally?

[employee comments]
CRITICAL THINKING:

Elaborate on a given occasion that you made the best decision. How did you feel about it?

Do you usually look at issues in a one-sided manner or at different angles?

[employee comments]
KNOWLEDGE OF JOB:

In your opinion, do you think knowledge of your area of responsibility had benefited your company in any way? If yes, how?

Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role?

[employee comments]
MANAGING REMOTE TEAMS:

What do you require in your physical workspace to be able to manage remote teams effectively?

How do you organize files in your computer and how do you share them with your remote workers?

[employee comments]
INITIATIVE:

Are you creative enough to come up with decisions for hard tasks?

Do you accept responsibility quickly without passing on the blame?

[employee comments]
ORIENTATION TO WORK:

How well do handle pressure and stress in the workplace?

Do you learn valuable lessons from your past mistakes and correct them?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you have faced challenges setting goals? What were the challenges and how did you overcome them?

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
COST CUTTING:

How do you go about purchasing the best product for your company? What are some of the challenges you have faced?

What are some of the things that you have done to educate other employees on the importance of cost cutting?

[employee comments]
PROJECT MANAGEMENT:

What communication plans have you used to convey an important message to your team? How have you confirmed the accuracy of information received or sent?

In your opinion, what do you think is the most important quality of a project manager? Explain you answer

[employee comments]
DIVERSITY AWARENESS:

What have you done to encourage the implementation of strategies that attract diverse applicants for vacant positions?

Can you think of a situation where you failed to accept diverse views? How did you correct the situation?

[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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