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

A senior project estimator is assigned the role of preparing budgets, cost estimates, and final bid scope for all construction projects. He or she will build workable relationships with all project stakeholders such as the contractors to ensure that all projects flow seamlessly. He/she will participate in business development and client management.

Other duties that he or she will get to handle are; ensuring that all project costs are up to date, perform supervisory role on all project activities, manage all project schedules, manage and track several aspects of the projects, report all project cost to the top management for review, resolve all cost estimation issues, manage all project cost inventory and negotiate for appropriate prices for all project materials.

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

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.

Does not see the need for prioritizing and scheduling own tasks thus ends up missing important deadlines or business appointments

Gets depressed when faced with challenges; is not able to remain when faced with a difficult situation

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.

Makes sure that employees are recruited, selected, appraised and rewarded appropriately and takes action to address performance problems

Develops new insights into situations, encourages new ideas and innovations, and designs new programs/processes to help run the company effectively

2

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

A difficult person who is too difficult to handle generally or follow rules

Lacks planning skills, therefore, does every task without a viable plan

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 create time after work to think about the day or meditate about one's own life

Ignores solitude; does not see the need to set some time for self-reflection

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

Takes initiative to complete tasks and does not need to be reminded what is next on the agenda

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

Marks positive changes in own performance in order to implement them further and identifies areas that need improvement

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.

Constantly works without taking breaks between tasks which makes one feel overloaded and less efficient

Is unable to prioritize when one is facing a pool of seemingly urgent tasks or projects

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 seek help from others even when one really needs it or doesn't understand a crucial part of the long-range planning process

1

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Sets clear goals but does not maintain a good communication strategy to let others know what is expected of them

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.

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

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:

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

What is the most difficult and challenging thing about your job? How do you handle it?

[employee comments]
MANAGING AT TEAM:

Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success

How do you go about getting cohesion among employees who disagree with everything you say?

[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]
SELF AWARENESS:

Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client?

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]
COMMITMENT TO THE JOB:

Can you give an example of a time when you had to go above and beyond the call of duty to have a task accomplished?

What has been your major work-related setback? What happened and how did you manage to keep moving forward?

[employee comments]
ROLE AWARENESS:

Describe a project that required you to demonstrate role awareness. What was your role and what was the outcome?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[employee comments]
DEADLINES - ON TIME:

You are currently working on a project that is due in a few hours. Your boss assigns you another project that is due at exactly the same time as the current one. What do you do to make sure that you meet both deadlines?

How do you determine how much time is needed to finish a certain task? Is there a time when you have felt overloaded with work? What did you do?

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

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

[employee comments]
RESOURCE USE:

How do you make sure that your team members have all the skills needed to accomplish a certain task?

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 encourage tolerance among individuals and groups with different cultural practices?

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

[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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