Use this step by step explanation to craft a good employee performance feedback review for a promotions manager. Find the right words with quality phrases.
A Promotions Manager is responsible for planning and managing campaigns to promote their companies products and services by increasing short-term sales and improving the results from other marketing programs. This position requires one who has a bachelor's degree in the fields of advertising, marketing or business.
The primary roles include, determining the length and timing of promotions, working alongside product development team to incorporate events after production of the products, developing and launching discounts, samples, gifts, rebates, coupons, sweepstakes and contests, marketing promotions to various businesses, sending promotions through direct mail, inserts in the newspapers, internet advertisements, product endorsements etc., working with marketing and sales departments to create promotions, planning advertising campaigns, measuring the effectiveness and optimizing if need be.
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 |
|---|---|---|
| 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. | Starts the more involved or longer tasks first, and fills in the gaps with the shorter, self-contained or well-defined tasks Works ahead; starts early to set up and prepare when one knows there will be a big rush | 3 |
| 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. | Is very genuine and honest with other employees and to oneself, and does not pretend to be someone one is not Is willing to listen to feedback about oneself and look for ways that one can grow and improve | 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 Keeps a diary or journal that documents one's intuitive reaction to various situations in the past and how each decision played out | 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. | Compares performance to the company's standard and avoids evaluating an employee's performance against another employee or based on cultural differences Monitors the situation closely and provides regular feedback in order to keep the employees on the right track | 2 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Always maintains a professional appearance in dress and manner of doing things Respects the position offered always covering the part to be a great example | 3 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Maintains the highest levels of personal integrity that make them admirable Can be relied upon to handle urgent tasks that no one wants to handle | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Takes the initiative in overcoming obstacles and meeting the organization's goals Always ready to take on more tasks even before finishing the first | 2 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Shows keenness while exploring the issue or topic at hand as well as issues surrounding it and reasons behind it Takes thoroughness to a new level and energizes other colleagues to work carefully | 3 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Avoids looking at a person up and down so that they don't notice that something is up Monitor's physical signs such as a person's breathing. Heavy breathing could be a sign that the person is stressed or feeling nervous about the topic at hand | 3 |
| ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently. | Does own job and goes the extra mile; does more than what the company requires or needs Expands own skills and knowledge by reading and taking on new projects outside own job description | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| MULTI-TASKING: Describe a situation that required you to do a number of things at the same time. How did you handle it? What are some of the resources you have used for effective multi-tasking other than your own time and attention? | [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? Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach? | [employee comments] |
| DECISION MAKING: Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome? What techniques have you used at work to ensure that decisions you make are correct and effective? | [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] |
| APPEARANCE AND GROOMING: Are you satisfied with what you wear and do you show too much flesh? Are you able to tell others to present themselves professionally without feeling guilty of doing the opposite? | [employee comments] |
| DEPENDABILITY: Do you give excuses instead of doing what is right? Are you a loyal person that your coworkers and management can rely on? | [employee comments] |
| INITIATIVE: Are you prepared to learn new skills and incorporate them into your work? Do you have the ability to plan your personal goals and accomplish them? | [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 had difficult experiences working with details at work? How did you go about that? | [employee comments] |
| MONITORING OTHERS: How do you create a clear explanation of policies for the employees? How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time? | [employee comments] |
| ROLE AWARENESS: Describe a project that required you to demonstrate role awareness. What was your role and what was the outcome? Describe a time when you have faced challenges that hindered you from becoming more aware of your role in a certain goal. How did you overcome them? | [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: |