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

A project superintendent runs the daily operations of the construction site, takes care of the schedule, controls quality, and coordinates the responsibilities of the sub- contractors. He/she supervises the construction of the project, ensures that the work is completed on schedule and within budget according to the specified quality.

Other duties associated with the role include examining contract drawings and their specifications to ensure they do not have deficiencies, and there are no code violations, ensuring there are harmonious working relationships at the site, verifying that the subcontracts have completed the requirements including certificate of insurance and schedule of values before beginning work, ensure all licenses and permits have been obtained, review the daily reports of subcontractors as well as review and approve payment to 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

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Does not know how to present information or data to key decision-makers or stakeholders in order to support their decisions

Does not seek to understand or raise awareness of the company's decision-making bodies and power relationships

1

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Allows oneself to make mistakes, asks for help and accepts criticism and compliments positively

Holds back, listens and waits for the other person to finish an intended message before giving a response

2

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Frequently forgets one's task and projects and loses track of details on how and when everything needs to come together

Tends to overlook projects' requirements thus consistently produces documentation that is not reliable

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.

Does not observe punctuality; is frequently late to work and does not attend meetings when expected

Must be put under supervision in order to complete a task

1

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Dedicates more of one's time to the completion of one's actual job duties in order to increase productivity

Checks one's work to make sure that all the essential details have been considered before handing in

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Takes an introspective look at one's own performance, production ability and how well a task is completed and works to improve on the weak areas

Looks for solutions instead of griping about problems; comes up with suggestions about ways to make things better and run smoothly

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Does not fulfill commitments made to other employees, supervisors, peers and customers

Lacks clear vision of where the company is headed and the goals that need to be accomplished

1

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Spends most of the work time either on focusing on areas that are not important or on doing meaningless tasks

Bases own opinions on what others think instead of doing own research and looking at both sides of the story

1

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Goes back and forth between different tasks thus slows down own brains and clouds own judgment

Performs complex tasks later in the day when own mind feels bogged down thus ends up not completing them or submitting poor work

1

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Is reluctant to explain to employees the importance of producing quality work or problems that the company could face if employees continued producing low-quality work

Does not recognize employees who constantly produce exceptional work thus makes them feel unappreciated or produce substandard work

1

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
ASSERTIVENESS:

Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs?

Can you think of an occasion when you have had to motivate and boost the morale of your colleagues?

[employee comments]
ATTENTION TO DETAIL:

Have you been in a situation where you had an option to leave the details to others or take care of the details yourself? What did you do?

Can you describe a time when you were able to produce quality work when under pressure? How did you go about ensuring the quality of your work?

[employee comments]
COMMITMENT TO THE JOB:

What are some of the things that get you dedicated and devoted to your work?

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[employee comments]
CONSISTENCY AND RELIABILITY:

Have you ever been regularly late at work? What was the reaction to this behavior in your team?

What has been your reaction to a colleague who regularly keeps on letting your team down?

[employee comments]
ENJOYMENT OF THE JOB:

How do you maintain enjoyment of the job after experiencing a setback on your way to achieving your goals?

Do you prefer working as part of a team or alone? Given a choice, what percentage of your time would you allocate to each?

[employee comments]
PERSONAL ACCOUNTABILITY:

Give an example of a time when despite carefully planning, things did not turn out as expected or went out of hand. What did you do?

What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine?

[employee comments]
USING COMMON SENSE:

How do you help other employees use common sense at work? When is the last time this happened?

How do you go about making decisions? How do you calculate your next action when solving a problem?

[employee comments]
ORGANIZATIONAL SKILLS:

When scheduling your time, how do you decide which task comes first and which one goes last? Give an example

In your opinion, which is the best time to work on complex tasks? Which time works best for you?

[employee comments]
QUALITY OF WORK:

How do you make sure that projects instructions are clear to your team members?

What are some of the tools that you have used to check for information accuracy before working on it?

[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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