Use this step by step explanation to craft a good employee performance feedback review for an advertising manager. Find the right words with quality phrases.
An Advertising Manager is accountable for marketing ad publicizing goods or services within an organization through performing thorough research to find a target audience, holding focus groups, developing concepts, outlining goals, creating storyboards, approving copy writing and setting the budget for ad campaigns.
The primary responsibilities include, measuring the ad effectiveness and optimizing it if need be, creating direct mail initiatives, developing advertising campaigns that includes the TV ads, commercials, radio ads, banners, pay per click ads and any other type of internet ads, setting budgeting goals and keeping them, informing the public about the company's goods and services, working with the sales staff to generate ideas for the campaign, approving agency plans, working with account executives to come up with ad campaigns, preparing cost estimates for campaigns.
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 |
|---|---|---|
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Always tries to talk unambiguously and concisely during a conversation. Has a good attitude towards change and is open to being corrected. | 3 |
| PRESENTATION SKILLS: Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training. | Knows the audience well enough to use proper language and terms. Responds well to questions and issues raised by the audience. | 3 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Always looks for ways to create extra value in the work that is done. Puts across ideas and opinions in a very confident and professional way. | 3 |
| MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball. | Chooses tasks that can be paused easily especially when one's multitasking involves dealing with multiple interruptions Chooses compatible tasks such as reading a book and clearing your desk and does them together | 2 |
| 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. | Listens to what other people have to say and constantly compliments them when they do good work Does not pretend to know or understand something one doesn't know or understand | 3 |
| DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one. | Sets a step-by-step plan of action in order to have a better understanding of the issues at hand and to know that one has thoroughly considered the situation Treats each situation that arises as a valuable learning experience and doesn't let the past determine one's decision-making process in the future | 3 |
| PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization. | Holds multiple meetings with disengaged customers in order to try and get to the main cause of their dissatisfaction Identifies the road blocks that could prevent the department or employees from accomplishing tasks or reaching the desired goals | 2 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Can be counted on to give the very best under all circumstances Automatically works extra hours to get all the work done within the set deadlines | 3 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Is highly organized; plans effectively in order to avoid confusion when running different projects or performing tasks Keeps a project checklist that covers all the details that might be missed | 3 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Clearly describes which tasks or activities need to be accomplished and defines clear strategies to produce successful results Visibly tracks the progress of each goal in order to maintain or increase team members' motivation and energy towards accomplishing the goals | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Have you ever tried to think about what you would say from another person's perspective? How do you prepare yourself before you talk to people and has it been of help to you? | [employee comments] |
| PRESENTATION SKILLS: How frequently do you engage your audience during any presentation? What presentation method do you like and why do you like it? | [employee comments] |
| INNOVATION: How well do you deal with pressure when it comes to developing workable solutions to problems? What can you say is your best innovation when it comes to developing workable solutions? | [employee comments] |
| MULTI-TASKING: Describe a time when you have had to perform multiple tasks at the same time. What are some of the challenges you faced? What are some of the resources you have used for effective multi-tasking other than your own time and attention? | [employee comments] |
| INSPIRING OTHERS: What are some of the things you have done in the past to improve your ability to inspire others at work? How do you reward employees whose work exceeds your expectations? Give an example of when this has happened | [employee comments] |
| DECISION MAKING: Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome? Can you give specific examples of decisions that you make rapidly and those that take more time? | [employee comments] |
| PERFORMANCE MANAGEMENT: Describe a time when you have been required to explain a negative performance review to an employee. How did you prepare and what was the response? In your opinion, which is the best way to encourage and reward employees? How do you know what is best for your employees? | [employee comments] |
| DEPENDABILITY: Do you give excuses instead of doing what is right? Are there areas you have not showed or practiced dependability that you need to change | [employee comments] |
| ATTENTION TO DETAIL: Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it? Are there times you have made huge mistakes due to not paying attention to details? What happened? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation? Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do? | [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: |