Use this step by step explanation to craft a good employee performance feedback review for an advertising art director. Find the right words with quality phrases.
An Advertising Art Director is responsible for designing the visual side of all the advertising operations for all brands of media including film, TV, print or web as well as producing art layouts through the use of art concepts.
The primary duties are keeping customers informed by reviewing illustrative material for presentation, accomplishing art department work through orientation, training, assignments and coaching employees, meeting the required architecture standards by following production, productivity, quality and customer service standards, identifying and implementing work process improvements, meeting the skill cost standards by monitoring expenses, implementing cost saving actions, formulating art concepts through thorough supervision of executing layout designs, selecting and securing illustrative material by expressing basic layout design concept.
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 |
|---|---|---|
| LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained. | Connects to what others want or feel and tries to be in their shoes. Uses correct body language and gestures when listening to other people talk. | 3 |
| KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise. | Understands and appreciates different perspectives on a problem in order to adapt the best approach to solving it Is able to understand both internal and external client's needs and concerns and to provide sound solutions or recommendations | 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 Invites other managers to make a joint decision if it's a decision that affects people outside one's own management reach | 3 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Does what one can to help the employee improve and correct the issue at hand swiftly and quickly Constantly offers praise for jobs well done in order to reinforce positive behavior and boost morale of the employees | 2 |
| 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. | Establishes clear and challenging short and long term goals and encourages others to meet the target Sets goals that are accompanied by well-designed action plans that everyone can use | 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. | Contains an imaginative personality and always resourceful in times of need Constantly reviews solutions to see if they are the most effective ones to use | 3 |
| POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results. | Always strives to attain personal goals that can easily be forgotten Devotes significant efforts in reaching the company goals set and within the set deadlines | 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 Writes down own goals with actionable commitments in order to make them real | 2 |
| 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. | Integrates parallel processing techniques to ensure that related processes can run simultaneously to improve efficiency Generates new perspectives and ideas that improve processes and hosts ideation sessions with key team members to generate more ideas | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Outstands in learning complex skills and has a positive attitude towards complex 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 |
|---|---|
| LISTENING SKILLS: How well can you rate your listening ability skills when having a conversation? Give an instance that you did not listen carefully and you ended up messing the situation. | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome? What have you done to help improve your knowledge of your company's processes? How has this helped you and your colleagues? | [employee comments] |
| DECISION MAKING: Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened? How do you involve your bosses and other employees when making an important decision? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation? What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| DEVELOPING OTHERS: Are you a fast learner and can you impart what you learn fast enough? What do you spend your energies on ? development or bringing down? | [employee comments] |
| CREATIVITY: Do you understand how critical, creative thinking skills are to an organization? Do you believe you have now the experience to make better decisions in situations where you've done wrong ones? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Are you willing to change tactics and part of the winning team? Do you pay careful attention to coaching and implement it in your work? | [employee comments] |
| PROJECT AND GOAL FOCUS: Where do you see yourself in the next five years? What are you going to do to achieve this? What are some of the things that get you distracted when trying to achieve your goals? How have you handled this? | [employee comments] |
| PROCESS IMPROVEMENT: Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake? What efforts are you making to improve your ability to detect the root cause of errors in processes? | [employee comments] |
| TRAINING OTHERS: What are you doing to concentrate during training sessions and do you encourage others to concentrate? Can you think of a situation where you improved your learning after evaluating learning outcomes of a training session? | [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: |