Use this step by step explanation to craft a good employee performance feedback review for a deputy art director. Find the right words with quality phrases.
A Deputy Art Director is responsible for supervising videographers, designers and photographers a well as reviewing the freelancer's portfolios. This position is primarily based on experience and judgment to plan and accomplish the set goals.
The essential duties of this post include helping in planning and executing art, design and other visual elements in newspapers, books, magazines, websites, advertisements and any other printed and digital visual communications, collaborating with other artists and designers to deliver quality work to the leading art director, taking orders on the visual direction of projects, helping with choosing what photographs and artwork should be used in publications or shows.
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 |
|---|---|---|
| DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution. | Takes a bit of time to let one's stress level decrease before sending digital messages when upset Practices empathy by stepping back and reflecting on how one would feel in the other person's shoes, instead of judging them immediately | 3 |
| 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. | Strives to achieve personal goals that others may be eluding Sets goals that are accompanied by well-designed action plans that everyone can use | 3 |
| FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance. | Ability to cope with others and support each other in challenging projects Appreciates positive comments and criticism working in the areas mentioned | 3 |
| EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling. | Has an insatiable curiosity about new employees and frequently chats with them in order to understand the world inside their heads Always asks colleagues for their opinions or feelings regarding a situation as a way to learn more about them | 3 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Possesses a strong work ethic; handles own tasks and projects efficiently without complaining Calms oneself and others and positively impacts the effectiveness of others during difficult times | 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. | Includes breaks in one's to-do lists in order to get time to freshen up and get the mind ready for the next task Avoids procrastination; accomplishes a project or goal within the specified time and quickly moves to the next | 3 |
| QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks. | Takes the time to evaluate how well a major activity or project was done; monitors clients' satisfaction by asking them what went well and what needs to be improved next time Maintains good records and systems and treats confidential reports/information in an appropriate manner | 3 |
| 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. | Completes tasks on time, avoids time wasters and establishes appropriate priorities Makes commitments to estimate the time required to complete a project | 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 Adds enough contingency time for any unexpected events when scheduling tasks | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Leads in participating in specialized training programs and seeks for more specialized training opportunities Concentrates in all training sessions and avoids distracters while learning | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DEALING WITH DIFFICULT PEOPLE: Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her? How comfortable are you with dealing with different opinions from different people? Describe a time when this happened at work | [employee comments] |
| DEVELOPING OTHERS: Do you have personal goals set before you can set the employee's goals? Do you rely on personal knowledge or do you get more knowledge from others? | [employee comments] |
| FLEXIBILITY: Are you flexible enough to take on new urgent tasks that do not originally belong to you? Do you handle all tasks with the seriousness they deserve do you take some for granted? | [employee comments] |
| EMPATHY: Think of a time you had to address an angry client. How would you assess your role in diffusing the problem? Have you ever decided to delay presenting some information to a colleague because you felt the timing was not right? | [employee comments] |
| SELF AWARENESS: Are there times when you have been able to avoid negative situations at work? What did you do? Is there a time when you said something to your supervisor and later regretted saying it? What did you do? | [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] |
| QUALITY MANAGEMENT: How do you ensure that your suppliers meet the company quality standards? How do you know when a product quality has dropped? What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work. | [employee comments] |
| TIME MANAGEMENT: Do you maintain a plan and say no to constant interruptions while working? Is there a time you had to seek assistance from another person to solve a problem quickly? | [employee comments] |
| SCHEDULING: Have you ever failed to add contingency time when scheduling and how did you correct the mistake? Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation? | [employee comments] |
| TRAINING OTHERS: What are you doing to learn new skills and to develop a positive attitude towards complex training sessions? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [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: |