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

A combination building inspector has the primary responsibility of inspecting buildings and structures on whether they conform to the set codes and laws in all the phases of the construction process. He/she also enforces codes and ordinances related to energy, building, electrical, plumbing, and handicapped as well as keeping the records of inspection.

Other than inspecting buildings and enforcing codes, other duties include making sure that the construction work performed has the required permit and that it conforms to the building code and the approved plan; reviews plans for the building constructions and alterations to ensure they comply with the building codes; recommends changes to be made to meet the set codes; issues and signs off permits for building, demolition or alteration of signs if they comply with the codes and interprets the requirements and restrictions of various codes.

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 show the willingness to improve own professional skills through training or by taking online courses

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

1

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Anticipates problems that may arise and quickly develops an effective backup plan

Involves experts who have experience with implementation and operations and ensures that the strategic plan is analyzed critically by them

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Acts alone in most projects without involving others or engaging the team

Discourages others from sharing their ideas and moves on with personal opinion

1

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Spend hours looking for items that should take seconds to find

Commits to formulate plans and schedules then does not follow up on them

1

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Always ready to jump in and get the project done as expected

Coaches other coworkers on how to utilize the supplied resources for the benefit of the company

2

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Displays exemplary behavior in every aspect of the work given

Builds an environment of dependability and trust around the workplace

2

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Lacks passion when performing a task or handling a project thus, is unable to build enthusiasm for it

Does not see the need to push a little harder when performing tasks at work

1

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Finds oneself taking a guess of what to say and having negative self-talk whenever handling a conversation

Does not show willingness to gain more skills and knowledge related to one's field

1

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Focuses mainly on the wrong things people have done in a work and forgets to highlight the things they have done well

Does not describe what one is looking for in people and what is expected of them during the evaluation process

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.

Makes daily, weekly, or monthly to-do lists but does not stick to them thus often misses on important tasks

Regards taking breaks between tasks as a waste of time rather than as an opportunity to refresh own mind and get ready for the next task

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?

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]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
TEAM BUILDING:

Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch?

What is one specific lesson you learned from your team that you could not learn by working alone?

[employee comments]
PLANNING AND SCHEDULING:

Is there any area that takes additional time to plan and how do you intend to work on it?

Do you have a workable daily schedule that you consistently follow?

[employee comments]
DEDICATION TO WORK:

Are you available to do what is expected of you within a set timeline?

Are you accountable to your leaders delivering milestones as required?

[employee comments]
DEPENDABILITY:

Do you give excuses instead of doing what is right?

Are you willing to work overtime if the task requires you to do so?

[employee comments]
ENTHUSIASM:

Can you think of a situation where you were intensely motivated? When were you bored?

Can you give examples of some of the improvements you have made at work without being asked?

[employee comments]
SELF CONFIDENCE:

Is there a time you interjected a different side of an issue or a different point of view? How did you go about it?

Are there employees you consider more successful than you? How often do you have contact with them?

[employee comments]
EVALUATING OTHERS:

Describe a time when you have had to deliver negative feedback to a colleague. How did you make sure not to hurt their feelings?

What ways, if any, have you used to help underperforming colleagues improve their performance?

[employee comments]
ORGANIZATIONAL SKILLS:

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

How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks?

[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: