How Do You Design Effective Performance Appraisal Forms for Diverse Roles in Construction?

We are in the process of formatting the performance appraisal forms for different cadres of people in our construction company. I just need help designing the performance appraisal format for office boys/peons, site supervisors, junior engineers, etc. We would like to highlight their KRAs to measure their performance based on that. Please guide.

Performance Appraisal KRAs for Office Boys/Peons

I don't think it is required.

KRAs for Site Supervisors

It is suggested to devise KRAs in the following structure:

1. QC/Safety implementation
2. Achievement of job targets
3. Bills certification of S/Cs and from Clients
4. Cost control within budget
5. Optimum use of resources

Regards,
R. Ponraj

Thank you very much for your valuable feedback. I would also like to know some points to consider for the performance appraisal of the Sales team, Junior and Senior engineers, as well as for the Accounts Executive and Finance Head.

Your information is truly valuable to me.

Thanks,
Mrunal

We are in the process of formatting the performance appraisal forms for different cadres of people. Ours is a construction company. I just need help in designing the performance appraisal format for office boys/peons, site supervisors, junior engineers, etc. We would like to highlight their KRAs to measure their performance based on that. Please guide.

Deriving KRAs from Job Descriptions

Actually speaking, KRAs should be derived from the job description. Derive the job objective across each designation and modulate it to set a KRA.

Regards,
R. Sujithra

I have also been facing the same problem while working with an EPC company whose main domain is oil and gas. We have many engineers with different profiles, and we want to conduct performance appraisals at various levels. Can anybody help me with this?

Hello friend,

Would you please tell me, how can I measure the performance of an office boy?