Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a construction inspector. Find the right words with quality phrases.
A construction inspector performs inspection tasks on construction activities to ensure they comply with the applicable codes, specifications, and standards. He/she also documents the construction projects that do not conform to the code as well as determines a suitable resolution.
Duties related to this role include inspecting aspects of construction on the job site, inspecting the quality of work and quality of materials used in the construction, maintaining records of the projects inspected, take part in the construction of various structures, preparing reports on the inspections done, verify that only approved materials are used in construction, coordinates surveying and material testing sub-consultants and provides technical guidance when need arises.
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 |
|---|---|---|
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Feels uncomfortable and uneasy when one's experience doesn't match up with what one expected Allows things unrelated to one's goals, such as social life or annoying bosses, kill own drive at work | 1 |
| DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome. | Takes the time to learn employees' strengths and weaknesses and delegates tasks to whoever has the largest number of relevant skills for that task Assigns smaller tasks to newer employees in order to build their competence and confidence | 2 |
| 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. | Uses a work area that is a giant mess making it impossible to find information required on time Commits to formulate plans and schedules then does not follow up on them | 1 |
| 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. | Does not know how to handle disagreements and dialogues with other employees Always complains and grumbles whenever there is a team meeting | 1 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Looks for evidence of a person persisting and never giving up in spite of difficult situations Looks at a person's punctuality and attendance:- whether or not a person has attained perfect attendance to work and meetings | 2 |
| 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. | Communicates own strategies to all levels of the company to make sure that everyone is operating within the same goals Integrates long-term planning into the company budget in order to avoid conflict between the day-to-day finances and long-term financial goals | 2 |
| 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 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Assumes to know everything and does not seek for extra assistance from colleagues on complex concepts learned in training sessions Rarely encourages team members to share concepts learned in training sessions | 1 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Demonstrates little understanding of the appropriate writing styles when expressing ideas Does not connect with the target audience when writing reports and proposals | 1 |
| ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business. | Lags behind in identifying a problem and is often unable to come up with an effective solution to a problem Makes little effort to search for the best sources of information | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| MOTIVATING OTHERS: Do you prefer working in a busy environment or one that is quiet? Why? What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these? | [employee comments] |
| DELEGATION: Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects? How do you deal with an employee who does not deliver a project on the agreed time? | [employee comments] |
| PLANNING AND SCHEDULING: Are there any new goals or responsibilities that you have assumed since your last evaluation? What area can you help in the scheduling of time and workload? | [employee comments] |
| ENTHUSIASM: Can you think of a situation where you were intensely motivated? When were you bored? Can you think of a time when you sought a colleague's idea or opinion when working on a new project? | [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? In your opinion, do you think evaluating a person can give an adequate reflection of their character? | [employee comments] |
| LONG RANGE PLANNING: How do you make sure that your long-term goals do not conflict with your short-term goals? Describe the most successful long-term goal that you have accomplished. How did you go about making it a success? | [employee comments] |
| ORGANIZATIONAL SKILLS: How have your organizational skills helped you manage your tasks and achieve your goals? Describe a time when you have missed an important commitment because you had not put it on schedule. What did you do? | [employee comments] |
| TRAINING OTHERS: How often do you encourage team members to take part in training sessions? What are you doing to prepare for training sessions ahead of time? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: What efforts are you making to learn the value of good written communication when writing reports and proposals? How often do you encourage others to employ writing styles that are reader-friendly? | [employee comments] |
| ANALYTICAL SKILLS: Can you think of a small problem you ever identified and solved before it could turn into a big problem? What efforts are you making to improve your knowledge to work with numbers and figures? | [employee comments] |
Summary |
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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: |