Use this step by step explanation to craft a good employee performance feedback review for a senior art director. Find the right words with quality phrases.

A Senior Art Director is liable for execution and delivering high-quality creative materials that are presented in magazines, newspapers, product packaging, movies, television productions, etc. This position creates the final design and direct others to develop the artwork or layouts.

The primary roles include determining how best to present concepts visually, developing an overall look or style of publication, an advertising campaign, determining which art elements would be used, supervising all design staff, reviewing and approving designs, artwork, graphics, and photographs developed by staff members, presenting designs to clients for approval, developing detailed budgets and timelines, coordinating activities with other artistic or creative departments, talking to clients to develop an artistic strategy and technique.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Always has a clear concept of the future working diligently to make it a reality

Devotes significant effort in coaching others and assisting them to meet their goals

3

CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions.

Adds a creative touch to the daily tasks that are performed daily

Does not rely on conventional methods to solve problems but addresses each situation with an innovative viewpoint

3

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Restricts one's overtime hours and speaks to the manager if the demands are unreasonable

Spends time with people who are supportive, relaxed, fun to be with and who improve one's level of satisfaction

3

PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value.

Regularly checks the progress of own goals in order to stay on track and know whether or not to tweak own actions

Interacts with people with similar goals in order to get new ideas on how to effectively achieve own goals

2

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Excels at prioritizing work by avoiding being involved in endless details

Completes tasks early and is sensitive to constraints and time demands of others

3

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Observes competitors carefully and pays special attention to the trends that make competitors thrive

Attracts the attention of clients and prospects in live events

3

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Attends think tank and ideation sessions to learn more ideas on improving processes

Encourages parallel processing of related processes to improve process efficiency

2

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Adapts technology in getting solutions and searches for different approaches to a situation or problem

Makes effort to examine the truth of an argument before making a conclusion

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Excels at using standard scheduling terminologies all team members can understand

Demonstrates an excellent work-life balance and has enough time for both work and other people

3

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Excels at teaching team members the complex concepts learned in training sessions

Shows excitement and eagerness to attend training sessions and is yet to miss any training session

3

Self Evaluation

Self Evaluation Question

Employee Comments

DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Are you interested in the growth and development of the company?

[employee comments]
CREATIVITY:

Do you enjoy thinking creatively and innovatively as well as creating new solutions?

Do you value and implement creative skills that you learn from others

[employee comments]
HANDLING STRESS:

How do you know a colleague is stressed up? What skills do you use to help colleagues manage stress?

Describe a time when your project was faced with a situation that was not anticipated. How did you handle it?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have missed goals? What were those goals and why did you miss them?

How do you organize your goals in order to remain focused and make them more achievable?

[employee comments]
TIME MANAGEMENT:

Can you point out the things distracted you from delivering work on time?

What attempts are you making to speed up your productivity without compromising on the quality of work?

[employee comments]
BUSINESS TREND AWARENESS:

Can you think of a new business trend that challenged you most and how did you implement change?

Do you encourage your colleagues to attend conferences and local events that provide networking opportunities with other professionals?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

How often do you eliminate steps that are of no value in a process?

[employee comments]
RESEARCH:

Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation?

What efforts are you making to identify ideas and concepts that are relevant to a problem?

[employee comments]
SCHEDULING:

What are you doing to identify and prioritize more important tasks?

Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation?

[employee comments]
TRAINING OTHERS:

What efforts are you making to apply skills learnt in training session to advance your skill set and career?

Can you think of a situation where you improved your learning after evaluating learning outcomes of a training session?

[employee comments]

Summary

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:

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