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

A Construction Materials Testing Technician tests and inspects the quality of materials used in the construction process to verify if they conform to construction plans and specifications. He/she is also required to perform routine laboratory tests and site inspection on the materials to verify if they are suitable and if they conform to the specifications of construction and the industry.

Other duties include working with contractors on the project, performing the on-site inspection of construction materials for new projects, collecting random samples of the construction materials and testing them in the lab, track the documents of the project and monitor quality control.

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

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Does not take the time to understand the problem thus gives ineffective solutions or fails the entire decision-making process

Does not take the time to familiarize oneself with alternative solutions to a problem even when stuck between choices that feel inadequate in terms of achieving one's goals

1

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Makes sure that flammable trash such as oils, paper, and dry wood is disposed daily

Goes beyond the regulations; addresses all safety hazards, whether they are covered by laws or not

2

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.

Is not able to let go; fears that no one else has the ability or the skills necessary to execute the work effectively

Does not take the time to match the skills of the person handling the task to the task that needs to be done thus ends up assigning the task to the wrong person

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.

Looks at only a part of the company but not as a whole during a strategic planning meeting

Develops a plan without aligning it with the budget thus makes it hard to transform the plan into action

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.

Supports the company plans with all the necessary documentation as well as filing them for future use

Carefully monitors plans and progress of the everyday schedule to see if it needs improvement of change

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.

Always concentrates on own work thus it becomes easier to ignore challenges and obstacles in the workplace

Regularly exercises and eats the right food in order to level self-energy up and feel good about oneself physically

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Compares oneself to other employees, their lives, and their positions at work and in the society, which causes unhappiness, frustrations, and low self-esteem

Evaluates a situation based on assumptions from other people instead of investigating things for oneself

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

Spends time doing tasks that do not add value to own goals rather than those that bring one closer to accomplishing own goals

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.

Lets new employees try to do tasks with zero guidance instead of training them the skills they need to do their job

Does not check own work, to make sure that one meets the set quality standards, before submission

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

Does not show willingness to learn how to use critical thinking skills when evaluating information

1

Self Evaluation

Self Evaluation Question

Employee Comments

JUDGMENT SKILLS:

Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it?

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
SAFETY AT WORK:

How do you set your company's safety rules? How do you make sure that every employee follows these rules?

Can you give an example of a time when you had to stop an important process due to the danger of imminent accidents?

[employee comments]
DELEGATION:

What are some of the techniques or methods you have used to ensure effective delegation?

How do you ensure that the person you assign a task has understood all the instructions?

[employee comments]
STRATEGIC PLANNING:

Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

[employee comments]
PLANNING AND SCHEDULING:

Are there any new goals or responsibilities that you have assumed since your last evaluation?

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

[employee comments]
ENTHUSIASM:

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

Is there a time when you did not think a situation could not get any worse and then it did?

[employee comments]
PRACTICAL THINKING:

Describe a situation that required you to think practically at work. What steps did you take to accomplish this?

How have you involved others in practical thinking? Give an example of the last time you did this at work

[employee comments]
ORGANIZATIONAL SKILLS:

Give a specific example of a project you have done that perfectly describes your organizational skills. How did you go about it?

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

[employee comments]
QUALITY OF WORK:

What do you think your company should do to fix some of the most common quality-related issues?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]
ANALYTICAL SKILLS:

What steps do you follow when studying a problem before making a final conclusion

How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis?

[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:

Related Articles