Performance Review Templates

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Architectural Design Firm

Performance Review Examples in 2024

You’re a busy manager running your business, and researching the best performance review questions you can use to grow your team is time-consuming. So, we took the liberty of doing this legwork for you.

These example templates can help you create a better review experience by asking the right questions for each role.

We've curated the best questions by researching industry standard practices, pulling examples from our most successful teams, and by incorporating other other subjective parameters that we think would contribute best to growth. We hope this will help you save time in your own performance management process.

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Architectural Design Firm

Performance Review Examples

Architecture design firms are dedicated to the art and science of designing and planning buildings and structures. Comprising skilled architects, designers, engineers, and drafters, these firms transform concepts and ideas into detailed architectural blueprints. They take into account functionality, sustainability, aesthetics, and safety, ensuring that every project aligns with the client's vision and meets regulatory standards.

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Architectural Design Firm

Architect

Job Description:
Architects design and oversee the construction of buildings and structures. They collaborate with clients, engineers, and contractors to create functional and aesthetically pleasing designs while adhering to safety and building codes.
Performance Areas:
Design Expertise
  1. How effectively does the employee create innovative and functional architectural designs that meet clients' needs and project requirements?
  2. Does the employee integrate sustainable and energy-efficient design principles into architectural plans?
  3. How well does the employee adapt designs to comply with local building codes and regulations?
Project Management
  1. How well does the employee manage architectural projects from concept to completion, including budgeting and scheduling?
  2. Does the employee collaborate with contractors and subcontractors to ensure project milestones are met?
  3. How effectively does the employee resolve project-related issues and challenges?
Client Communication
  1. How well does the employee communicate with clients to understand their architectural preferences and goals?
  2. Does the employee present design concepts and progress reports in a clear and engaging manner?
  3. How effectively does the employee address client feedback and concerns during the design process?
Team Collaboration
  1. How well does the employee collaborate with engineers, interior designers, and other professionals to integrate various aspects of architectural projects?
  2. Does the employee facilitate effective communication and coordination among project team members?
  3. How effectively does the employee contribute to interdisciplinary design discussions?
Technical Proficiency
  1. How well does the employee stay updated on architectural software and tools for drafting and modeling?
  2. Does the employee use technology to enhance design visualization and accuracy?
  3. How effectively does the employee apply technical knowledge to solve complex architectural challenges?
Quality Control
  1. How well does the employee ensure the quality and integrity of architectural plans and specifications?
  2. Does the employee conduct thorough reviews and inspections to identify and address potential issues?
  3. How effectively does the employee maintain high standards of design and construction quality?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Architectural Design Firm

Interior Designer

Job Description:
Interior designers focus on creating attractive and functional interior spaces. They work closely with clients to understand their preferences and develop interior design concepts that enhance aesthetics and usability.
Performance Areas:
Design Creativity
  1. How effectively does the employee demonstrate creativity in developing interior design concepts that align with clients' preferences and project goals?
  2. Does the employee incorporate innovative design elements and materials into interior spaces?
  3. How well does the employee balance aesthetics with functionality in design?
Client Collaboration
  1. How well does the employee collaborate with clients to understand their design preferences and requirements for interior spaces?
  2. Does the employee present design concepts and mood boards to clients for feedback and approval?
  3. How effectively does the employee address client concerns and revisions during the design process?
Space Planning
  1. How well does the employee assess and optimize the spatial layout of interior spaces to maximize functionality and flow?
  2. Does the employee consider factors such as traffic patterns, furniture placement, and accessibility?
  3. How effectively does the employee use space planning to create efficient and inviting environments?
Material Selection
  1. How well does the employee select appropriate materials, finishes, and furnishings that align with the design concept and budget?
  2. Does the employee consider sustainability and environmental impact in material choices?
  3. How effectively does the employee source and specify materials for interior projects?
Project Management
  1. How well does the employee manage interior design projects, including budgeting, scheduling, and procurement?
  2. Does the employee coordinate with contractors and vendors to ensure timely delivery and installation of design elements?
  3. How effectively does the employee handle project-related challenges and changes?
Visualization
  1. How well does the employee use design software and tools to create visual representations of interior design concepts, including floor plans and 3D renderings?
  2. Does the employee convey design ideas clearly to clients and project teams through visual aids?
  3. How effectively does the employee adapt design visuals based on client feedback?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Architectural Design Firm

Architectural Drafter

Job Description:
Architectural drafters assist architects and designers in creating detailed technical drawings and blueprints for construction projects. They use computer-aided design (CAD) software to translate design concepts into precise plans.
Performance Areas:
Technical Drafting
  1. How effectively does the employee use CAD software to create accurate and detailed architectural drawings and blueprints?
  2. Does the employee adhere to drafting standards and conventions for clarity and consistency?
  3. How well does the employee incorporate revisions and changes into technical drawings?
Design Collaboration
  1. How well does the employee collaborate with architects and designers to understand their design concepts and intentions?
  2. Does the employee communicate effectively to clarify design requirements and specifications?
  3. How effectively does the employee adapt drafts to reflect design changes and feedback?
Code Compliance
  1. How well does the employee ensure that architectural drafts adhere to local building codes, regulations, and standards?
  2. Does the employee stay updated on building codes and zoning ordinances relevant to architectural projects?
  3. How effectively does the employee address code-related issues and revisions?
Quality Assurance
  1. How well does the employee conduct quality checks and reviews of architectural drafts to identify errors or discrepancies?
  2. Does the employee maintain high standards of accuracy and precision in technical drawings?
  3. How effectively does the employee coordinate with architects to resolve design-related issues?
Documentation Management
  1. How well does the employee organize and maintain a structured system for archiving and retrieving architectural documents and drawings?
  2. Does the employee ensure that project documentation is easily accessible to project teams?
  3. How effectively does the employee assist in document control and version management?
Collaborative Communication
  1. How well does the employee facilitate communication and coordination among team members, including architects, designers, and engineers?
  2. Does the employee provide clear and timely responses to queries and requests for information?
  3. How effectively does the employee support a collaborative work environment in architectural drafting?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Architectural Design Firm

BIM Manager

Job Description:
BIM Managers oversee the implementation and management of Building Information Modeling (BIM) processes and technologies in architectural projects. They ensure that BIM software is effectively used for design, coordination, and construction phases.
Performance Areas:
BIM Implementation
  1. How effectively does the employee lead the integration of BIM processes and technologies into architectural projects?
  2. Does the employee create BIM execution plans and guidelines tailored to project requirements?
  3. How well does the employee ensure that project teams adopt and follow BIM workflows?
Model Quality Control
  1. How well does the employee review and assess the quality and accuracy of BIM models and data?
  2. Does the employee identify and resolve model clashes and discrepancies through clash detection?
  3. How effectively does the employee maintain consistency and standards in BIM models?
Team Training
  1. How well does the employee provide training and guidance to project teams and stakeholders on BIM software and best practices?
  2. Does the employee organize workshops and educational sessions to enhance BIM skills among team members?
  3. How effectively does the employee track and measure the competency levels of BIM users?
Collaborative Coordination
  1. How well does the employee facilitate multidisciplinary coordination among architectural, structural, and MEP (mechanical, electrical, plumbing) teams through BIM?
  2. Does the employee streamline communication and data exchange among project stakeholders using BIM collaboration tools?
  3. How effectively does the employee address coordination issues and conflicts in BIM models?
Model Management
  1. How well does the employee manage BIM data and models, ensuring proper version control and data organization?
  2. Does the employee establish effective file-naming conventions and data structuring for BIM repositories?
  3. How effectively does the employee back up and secure BIM data to prevent loss or unauthorized access?
Performance Optimization
  1. How well does the employee analyze BIM software and hardware performance and recommend enhancements or upgrades?
  2. Does the employee implement strategies to optimize BIM model performance for efficient navigation and editing?
  3. How effectively does the employee monitor and resolve performance-related issues in BIM workflows?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Architectural Design Firm

Sustainability Consultant

Job Description:
Sustainability Consultants focus on integrating sustainable design principles and environmentally friendly practices into architectural projects. They assess the environmental impact of designs and propose strategies for sustainable construction and operations.
Performance Areas:
Environmental Analysis
  1. How effectively does the employee conduct environmental impact assessments for architectural projects, considering factors such as energy use, water consumption, and emissions?
  2. Does the employee identify opportunities for reducing a project's carbon footprint and environmental impact?
  3. How well does the employee incorporate sustainable materials and technologies into design concepts?
Green Building Certification
  1. How well does the employee guide architectural projects through green building certification processes, such as LEED (Leadership in Energy and Environmental Design)?
  2. Does the employee ensure that projects meet the criteria and prerequisites for sustainability certifications?
  3. How effectively does the employee coordinate documentation and submissions for certification?
Energy Efficiency
  1. How well does the employee propose and implement energy-efficient strategies in architectural designs, including passive design and renewable energy integration?
  2. Does the employee conduct energy modeling and simulations to optimize building performance?
  3. How effectively does the employee track and report on energy savings achieved in completed projects?
Resource Conservation
  1. How well does the employee recommend strategies for conserving resources, such as water conservation, waste reduction, and sustainable landscaping, in architectural projects?
  2. Does the employee promote responsible sourcing of materials and products with low environmental impact?
  3. How effectively does the employee monitor and report on resource conservation efforts?
Stakeholder Education
  1. How well does the employee educate project teams and stakeholders about sustainable design principles and the benefits of green building practices?
  2. Does the employee facilitate discussions on sustainability goals and priorities in architectural projects?
  3. How effectively does the employee advocate for sustainable practices throughout the project lifecycle?
Regulatory Compliance
  1. How well does the employee ensure that architectural designs align with local and national regulations related to environmental sustainability?
  2. Does the employee keep abreast of changes in sustainability regulations and codes?
  3. How effectively does the employee address compliance challenges and updates in architectural projects?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Architectural Design Firm

Sustainable Design Specialist

Job Description:
Sustainable Design Specialists focus on integrating eco-friendly and energy-efficient design principles into architectural projects. They aim to create environmentally responsible and resource-efficient buildings while ensuring they meet design and performance standards.
Performance Areas:
Environmental Analysis
  1. How effectively does the employee assess the environmental impact of architectural projects, considering factors like energy consumption, water usage, and emissions?
  2. Does the employee propose strategies for reducing carbon footprints and environmental impacts in designs?
  3. How well does the employee stay updated on sustainable design trends and technologies?
Energy-Efficient Design
  1. How well does the employee recommend energy-efficient design strategies, including passive design techniques and renewable energy integration, to reduce a building's energy consumption?
  2. Does the employee conduct energy modeling and simulations to optimize building performance?
  3. How effectively does the employee ensure designs meet energy-efficiency goals and standards?
Material Sustainability
  1. How well does the employee recommend sustainable and eco-friendly materials for architectural projects, considering factors like sourcing, durability, and recyclability?
  2. Does the employee promote responsible material selection and product choices with low environmental impact?
  3. How effectively does the employee monitor and report on material sustainability efforts?
LEED Certification
  1. How well does the employee guide architectural projects through LEED (Leadership in Energy and Environmental Design) certification processes and ensure compliance with sustainable design criteria?
  2. Does the employee coordinate documentation and submissions for LEED certification?
  3. How effectively does the employee track and report on the achievement of LEED certification goals?
Waste Reduction
  1. How well does the employee propose strategies for reducing construction waste and promoting recycling and reuse on architectural projects?
  2. Does the employee ensure that projects adhere to waste reduction goals and regulations?
  3. How effectively does the employee educate project teams and contractors on waste reduction practices?
Client Engagement
  1. How well does the employee engage with clients to understand their sustainability goals and preferences for architectural projects?
  2. Does the employee communicate the value of sustainable design and its long-term benefits to clients?
  3. How effectively does the employee address client questions and concerns related to sustainability?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Architectural Design Firm

Historic Preservation Specialist

Job Description:
Historic Preservation Specialists focus on the preservation and restoration of historically significant buildings and structures. They work to maintain the architectural integrity of heritage sites while ensuring compliance with preservation standards.
Performance Areas:
Historic Research
  1. How effectively does the employee conduct research on the historical significance of buildings and sites slated for preservation?
  2. Does the employee compile detailed historical documentation and reports for preservation projects?
  3. How well does the employee interpret historical records and architectural plans?
Preservation Planning
  1. How well does the employee develop preservation plans and strategies that align with conservation standards and guidelines?
  2. Does the employee collaborate with architects and contractors to ensure preservation work meets historical accuracy requirements?
  3. How effectively does the employee balance preservation goals with practical considerations?
Structural Assessment
  1. How well does the employee assess the structural integrity and condition of historic buildings and structures?
  2. Does the employee identify and document deterioration, damage, or structural weaknesses in heritage sites?
  3. How effectively does the employee recommend structural repairs and reinforcements that preserve historical elements?
Material Conservation
  1. How well does the employee recommend appropriate conservation and restoration techniques for historical materials and finishes?
  2. Does the employee oversee the conservation of architectural features, such as woodwork, masonry, and stained glass?
  3. How effectively does the employee ensure the use of historically accurate materials and craftsmanship?
Compliance with Preservation Standards
  1. How well does the employee ensure that preservation work complies with local, state, and federal preservation standards and regulations?
  2. Does the employee coordinate with preservation authorities to obtain necessary permits and approvals?
  3. How effectively does the employee address compliance challenges and changes in preservation projects?
Public Engagement
  1. How well does the employee engage with the public, heritage organizations, and stakeholders to advocate for the preservation of historic buildings and sites?
  2. Does the employee organize educational events and outreach efforts to promote awareness of cultural heritage preservation?
  3. How effectively does the employee collaborate with the community to garner support for preservation projects?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Architectural Design Firm

Landscape Architect

Job Description:
Landscape Architects specialize in planning and designing outdoor spaces, including gardens, parks, and recreational areas. They focus on creating aesthetically pleasing and functional landscapes that harmonize with the environment and meet clients' needs.
Performance Areas:
Site Analysis and Planning
  1. How effectively does the employee analyze site conditions, including topography, soil quality, and climate, to inform landscape design decisions?
  2. Does the employee develop comprehensive site plans that optimize land use and address client objectives?
  3. How well does the employee integrate sustainable design principles into site planning?
Plant Selection and Horticulture
  1. How well does the employee select and recommend appropriate plant species for landscaping projects, considering factors like growth habits and climate suitability?
  2. Does the employee ensure the use of native and drought-tolerant plants to conserve water resources?
  3. How effectively does the employee oversee plant installation and maintenance for optimal growth and health?
Hardscape Design
  1. How well does the employee design hardscape elements, such as walkways, patios, and retaining walls, that complement the overall landscape design?
  2. Does the employee incorporate innovative materials and construction techniques into hardscape design?
  3. How effectively does the employee address accessibility and safety considerations in hardscape planning?
Environmental Sustainability
  1. How effectively does the employee integrate sustainable practices into landscape designs, such as rainwater harvesting, permeable paving, and green infrastructure?
  2. Does the employee advocate for wildlife habitat creation and biodiversity enhancement in landscaping projects?
  3. How well does the employee educate clients and stakeholders on the environmental benefits of sustainable landscape design?
Client Collaboration
  1. How well does the employee collaborate with clients to understand their vision and requirements for outdoor spaces?
  2. Does the employee communicate design concepts and proposals effectively to clients and seek their input?
  3. How effectively does the employee manage client expectations and address feedback throughout the design process?
Budget and Resource Management
  1. How well does the employee develop and manage project budgets, ensuring that design elements align with financial constraints?
  2. Does the employee procure materials and labor resources efficiently to meet project goals and deadlines?
  3. How effectively does the employee track project expenses and implement cost-saving measures when necessary?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Architectural Design Firm

Architectural Renderer

Job Description:
Architectural Renderers specialize in creating highly detailed and realistic visual representations of architectural designs and concepts. They use various rendering techniques and software to produce captivating images and animations that assist in design communication and marketing.
Performance Areas:
Rendering Expertise
  1. How effectively does the employee utilize rendering software and tools to generate photorealistic images and animations of architectural designs?
  2. Does the employee stay updated with the latest rendering techniques and technologies to enhance the quality of visual presentations?
  3. How well does the employee adapt rendering styles to suit different project requirements and target audiences?
Visualization Quality
  1. How well does the employee ensure that rendered images and animations accurately convey the design intent, including materials, lighting, and spatial characteristics?
  2. Does the employee pay attention to detail and refine renderings to achieve a high level of realism and aesthetic appeal?
  3. How effectively does the employee incorporate feedback and revisions into visualizations?
Project Collaboration
  1. How well does the employee collaborate with architects, designers, and project teams to understand design concepts and objectives?
  2. Does the employee actively participate in design discussions and offer creative input for visualization enhancement?
  3. How effectively does the employee facilitate visual communication within project teams?
Client Communication
  1. How well does the employee engage with clients to understand their preferences and expectations for architectural visualizations?
  2. Does the employee present renderings and animations to clients in a compelling and persuasive manner?
  3. How effectively does the employee address client feedback and incorporate changes into visualizations?
Rendering Speed and Efficiency
  1. How well does the employee optimize rendering processes to achieve efficient turnaround times for project deadlines?
  2. Does the employee manage rendering resources and hardware to ensure smooth workflow and productivity?
  3. How effectively does the employee troubleshoot rendering issues and bottlenecks to minimize disruptions?
Quality Control
  1. How well does the employee implement quality control measures to review and validate the accuracy and consistency of rendered visuals?
  2. Does the employee identify and rectify rendering errors and artifacts to maintain high-quality standards?
  3. How effectively does the employee conduct quality assurance checks on final deliverables?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Architectural Design Firm

Architectural Historian

Job Description:
Architectural Historians specialize in researching and documenting the historical and cultural significance of architectural structures and landmarks. They play a critical role in preserving architectural heritage and providing historical context for design projects.
Performance Areas:
Historical Research
  1. How effectively does the employee conduct in-depth research on the historical background, architectural styles, and cultural context of buildings and structures?
  2. Does the employee compile comprehensive historical reports and documentation for architectural projects and preservation efforts?
  3. How well does the employee access and analyze historical records, photographs, and documents?
Heritage Assessment
  1. How well does the employee assess the historical and cultural significance of architectural sites and landmarks, including their architectural features and contextual importance?
  2. Does the employee contribute to the determination of heritage status and the listing of sites on historical registers?
  3. How effectively does the employee identify potential preservation challenges and strategies?
Documentation and Preservation Planning
  1. How well does the employee assist in the documentation and recording of architectural elements and features in heritage sites, including measured drawings and photographic surveys?
  2. Does the employee collaborate with preservation architects and specialists to develop preservation plans that align with historical research findings?
  3. How effectively does the employee ensure that preservation efforts respect and protect historically significant elements?
Public Education and Outreach
  1. How well does the employee engage with the public, educational institutions, and heritage organizations to promote awareness of architectural heritage and preservation?
  2. Does the employee organize heritage tours, lectures, and workshops to share knowledge about historical architecture?
  3. How effectively does the employee collaborate with community stakeholders to gather oral histories and anecdotes related to architectural sites?
Historical Interpretation
  1. How well does the employee interpret and communicate the historical significance and stories behind architectural landmarks to diverse audiences?
  2. Does the employee contribute to the development of interpretive exhibits and signage for heritage sites?
  3. How effectively does the employee use multimedia and digital tools to enhance historical storytelling?
Consultation and Compliance
  1. How well does the employee provide historical consultation to architects, developers, and government agencies involved in heritage preservation projects?
  2. Does the employee facilitate compliance with heritage preservation regulations and guidelines?
  3. How effectively does the employee address challenges related to balancing historical preservation with contemporary needs
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
We know that choosing the right performance review questions can be daunting. These are the best options we found during our research, and we hope they're helpful for your team.

If you think there's an excellent addition that should be made, drop an email to our team at hello@workstory.team. Until then, happy growing!

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