Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a construction project officer. Find the right words with quality phrases.
A construction project officer oversees the construction projects from start to completion and ensures that the construction complies with the specified safety codes and building regulations. He/she estimates the cost of the project, hires workers and obtains permits for the construction as well as coordinating the subcontractors and construction workers.
Other duties include supervising the construction project, ensuring the project is completed on time and within budget, working with the architect to prepare and interpret drawing, draft contracts, prepare job status reports, select tools and equipment to be used in the construction, keep track of inventory, and achieve key deliverables of quality, time and cost.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Offers the wrong advice; tells people to be what they are not or do what they should not when they come for advice Is unwilling to share one's knowledge; does not share what one has read with others or some of the inspirational books one has read | 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. | Explains the specific goals for each task and how one will know whether or not an employee has accomplished the goal Allows the person assigned the task to complete the task in a way he/she feels more effective for obtaining the desired objectives | 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. | Suffers from a lack of planning in every aspect of the work Establishes unrealistic plans that cannot work for anybody in the organization | 1 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Does not allow others to question the level of commitment and devotion Treats others with contempt and does not show concern for new employees | 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. | Shows creativity when collaborating with other employees on their goals Shows interest in one's own work and offers tips for getting the job done more efficiently to others performing the same task | 2 |
| 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. | Seeks out positive colleagues and mentors when feeling down and avoids naysayers and jealous types who want to see one fail Speaks one's mind during meetings in order to see the reactions of other employees to one's viewpoint and adjust appropriately | 2 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Comes up with new ideas and suggestions to solve problems, but does not take time to think the negative impact these ideas might have to the company Is unable to translate complex ideas, observations, and issues and present the ideas in a clear manner that helps solve a problem | 1 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Exercises control over other employees and shows the unwillingness to welcome any factor that could change own methods of working Does not show patience or perseverance for pursuing the matter at hand until the cause is exposed | 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. | Keeps all the work to oneself instead of delegating it to other employees when one feels bogged down Keeps clients' and employees' information scattered all over the place thus makes it hard for one to locate it when needed | 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 Rarely thinks outside the box and is always unable to come up with a solution to solve a problem | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INSPIRING OTHERS: People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work? Can you give an example of two people who have really inspired you in life? What has been their impact on your career life? | [employee comments] |
| DELEGATION: Can you describe a time when you have solved a major company problem due to an effective delegation of tasks? How do you deal with an employee who does not deliver a project on the agreed time? | [employee comments] |
| PLANNING AND SCHEDULING: Is there any area that takes additional time to plan and how do you intend to work on it? What area can you help in the scheduling of time and workload? | [employee comments] |
| DEPENDABILITY: Can your manager depend on you to handle tasks without being asked to do so? Are your work results and your reliability in harmony and dos your record show that? | [employee comments] |
| ENTHUSIASM: Think of a time you had an idea and you got other employees to follow you. What was the idea? 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 took on a task or project you considered out of your comfort zone? How did you feel? Have you had times when others questioned your ability to handle a certain task? How have you handled such situations? | [employee comments] |
| CONCEPTUAL THINKING: Can you give an example of when you integrated seemingly unrelated information in order to anticipate a problem or analyze a situation? Describe the steps and methods you have used to identify a vision for your department. What would you have done differently? | [employee comments] |
| MANAGING DETAILS: How do you make sure that you have all the necessary tools before starting a project or task? How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team? | [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] |
| ANALYTICAL SKILLS: Can you think of a small problem you ever identified and solved before it could turn into a big problem? Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem? | [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: |