Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a lead estimator. Find the right words with quality phrases.
A Lead Estimator has the role of undertaking detailed research and data collection and then predicting the overall project cost. He or she will consult widely with all the players to get all the data and information required then estimates, comes up with the final cost projections, and submits the details to the senior estimator.
Besides that, he or she will perform the following roles; soliciting and negotiating for the best prices, perform a cost analysis of the project, build relationships with contractors and sub-contractors, evaluate all project risks and opportunities, source for the best suppliers for the project and present cost estimates to the senior estimator for review.
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 |
|---|---|---|
| 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. | Sets goals but does not know how to come up with a good plan to accomplish those goals Does not show the willingness to volunteer for projects, participate in hosting events or be part of work groups | 1 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Provides ongoing feedback and learning opportunities to the employees in order to develop their ability to perform and contribute to the company Develops networks across boundaries in order to build strategic business relationships and achieve common goals | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Must always be under close supervision to perform or complete any task Has inferior abilities to establish personal priorities and courses of action | 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. | Does not care about how other employees think about oneself Easily loses focus and gets sucked into social media and other small distractions | 1 |
| COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization. | Avoids wasting time; quickly finds another way to be productive even after finishing a big project Abides by company's policies, rules, and procedures and helps ensure other colleagues do the same | 2 |
| ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently. | Arrives early enough in order to take care of some of the little things, like settling in, before starting time Breaks daily duties down into micro tasks and resists the urge to tackle everything all at once | 2 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Makes excuses when one makes mistakes or fails to meet deadlines instead of holding oneself accountable and showing the willingness to improve Sets tight deadlines just to show off or please others but not to enable one to make up for tasks that may take longer than expected | 1 |
| 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. | Does not take the time to analyze the company's strengths and weaknesses or come up with ways to help it grow Does not take the time to track own progress on the plan or make modifications | 1 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Does not keep employees motivated by recognizing their hard work thus experiences a high employee turnover Is reluctant to use project resource management tools to track a project or improve its accuracy | 1 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Does little to develop programs and policies that are acceptable to people with different cultural practices and beliefs Hardly understands people with diverse cultural backgrounds and does not bother to provide a cohesive environment for everyone | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| KNOWLEDGE OF JOB: How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job? 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 AT TEAM: Think about a time when you were given a management role. How did people respond to your management efforts? Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened? | [employee comments] |
| INITIATIVE: Are you creative enough to come up with decisions for hard tasks? Do you take positive criticism well or do you allow your feeling to lead you? | [employee comments] |
| SELF AWARENESS: Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client? What is one area you have consistently developed in the last year? | [employee comments] |
| COMMITMENT TO THE JOB: What are some of the things that get you dedicated and devoted to your work? Have you ever been overloaded with work? How do you manage your work so that it gets done on time? | [employee comments] |
| ROLE AWARENESS: Describe a project that required you to demonstrate role awareness. What was your role and what was the outcome? How have you helped new and underperforming employees become more aware of their positions in the department or company? | [employee comments] |
| DEADLINES - ON TIME: Describe a time when you have had to work under a tight deadline. What methods did you use to meet the deadline? Is there a time when you faced a problem when handling a task? How did this affect your mini-deadlines and the actual deadline? | [employee comments] |
| LONG RANGE PLANNING: Who do you involve when deciding on a long-range plan for your company and why? Describe the most successful long-term goal that you have accomplished. How did you go about making it a success? | [employee comments] |
| RESOURCE USE: Describe a time when your company has experienced the highest employee turnover. What was the problem? What are some of the things that you have done to prevent high employee turnover? How have you determined the best resource for a specific requirement? Explain the last time this happened | [employee comments] |
| INTERCULTURAL COMPETENCE: What are you doing to increase links to networks of individuals and groups from different cultural backgrounds? Are you actively involved in professional development courses and forums that enhance intercultural competency? | [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: |