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

An Editorial Art Director is responsible for overseeing the presenting of the visual artistic life with the words used in displaying their artistic styles to the customers. Art can be expressed in many ways including video, audio, photography and design. This position is for those who show their artistic side with the use of words ensuring they capture the audience they intend to.

Duties for this position include, developing the overall look or style of a publication, determining how to present a concept on paper with designs that fit the particular art, supervise editorial staff, review and approve different editorial designs, talk to clients about the artistic approach and the styles that can be used, coordinating activities with other artists to create new impressions.

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

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.

Expresses great skill of empathy when dealing with other people and tries to understand what they are going through.

Ensures to put to practice all the instructions given for a particular task.

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.

Understands the desired outcome of a given situation at work, works backward and takes steps to achieve that outcome

Keeps a diary or journal that documents one's intuitive reaction to various situations in the past and how each decision played out

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.

Carries a strong personal orientation that is inspired by real example in the workplace

Consistently keeps a track record of meeting personal objectives and setting even higher goals

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.

Puts other people's work off until one has completed own tasks in order to avoid getting distracted

Ties goals to own values and interests in order to give them more meaning and stay motivated to achieve them

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.

Generates more work than expected even when working under pressure and tight deadlines

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.

Commended for having deep understanding of the current market trends

Stays up-to-date with the latest trends and implements policies that drive change towards the latest trends

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.

Demonstrates willingness to learn new procedures and encourages others to undergo training on new procedures

Makes effort to understand the cause of errors in processes and puts enough effort to correct the errors

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.

Looks for alternatives to accepted or common methods and solutions

Shows willingness to learn more about statistical analysis techniques and how to apply appropriate statistical tests

2

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

Applies the best practices and standards when scheduling projects and other activities

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.

Applauded as a consummate learner by the trainers and shines in the training offered

Concentrates in all training sessions and avoids distracters while learning

3

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

How well do you assert your opinions and views when having a conversation with someone?

Give an instance that you did not listen carefully and you ended up messing the situation.

[employee comments]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

What are some of the things you are doing or have done to improve your decision-making skills?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you carefully consider the feedback from the management or do you overlook it?

What measures are you meaning to use to become better in executing your duties?

[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:

Were there any instances where you felt that you took more time to get work done than other times?

Do you make your schedules flexible enough to accommodate emergencies?

[employee comments]
BUSINESS TREND AWARENESS:

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

What efforts are you making to know what customers want?

[employee comments]
PROCESS IMPROVEMENT:

Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made?

How often do you use existing benchmarks to complete processes in accordance with the set standards?

[employee comments]
RESEARCH:

How often do you use mathematical techniques such as statistical tests to manipulate data?

How often do you break bigger issues into smaller manageable parts when faced with complex situations during research?

[employee comments]
SCHEDULING:

What are you doing to create a balance between quality and quantity when scheduling tasks?

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

[employee comments]
TRAINING OTHERS:

How often do you encourage team members to take part in training sessions?

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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