Use this step by step explanation to craft a good employee performance feedback review for a television news anchor (tv news anchor). Find the right words with quality phrases.
A Television News Anchor (TV News Anchor) is liable for delivering news stories to the broadcasting station's audience. This post is also known as newscasters, new analysts or news anchors.
The primary duties of this post are broadcasting news stories, doing onsite reporting, gather information and write new stories, editing and rewriting news stories to ensure they are accurate and fit within the time and space allotments, research current events happening in the local community and state as well as international, determine which stories are worth reporting, organizing stories so they can start with the most pertinent pieces first, introduce news correspondent that are reporting on the scene, ask relevant questions that the public may need to know, engaging the community in commentary about various issues, conducting interviews.
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 |
|---|---|---|
| ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit. | Ensures that all the required items to conduct a particular task are available at the desk Maintains open lines of communication with other workmates at all times. | 3 |
| URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency. | Reports highly sensitive issues to the management and offers workable solutions. Exhibits a proactive approach when handling urgent tasks and projects. | 3 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Identifies problems easily and then comes up with potentially workable solutions Keenly evaluates solutions and seeks to develop useful recommendations that achieve good results. | 3 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Gets to work early in order to set the day's agenda; is always punctual and tries all one can to avoid being late Behaves professionally and does not fool around wasting one's time and that of other employees | 3 |
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Establishes a comfortable working and learning environment and sets ground rules in order to encourage positive group interactions Announces the structure of the group before starting a meeting so that every member can have the same expectations | 3 |
| 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 eager to obtain constructive feedback that ensures better performance in all the tasks | 2 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Proactively looks for ways to promote the team and the role that each takes in the team Confidently communicates decisions reached by the company clearly and effectively | 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 Devotes significant efforts in reaching the company goals set and within the set deadlines | 3 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Determines the most critical tasks and completes them before moving forward to the less critical ones Gets a complete clarification on the most important parts of the project before one agrees to a deadline | 3 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Develops a strategy to address resource shortages in own projects by determining accurate work efforts for the projects at hand Uses technology to automate strategies and processes and to provide a streamlined approach to managing resources | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Are you are reliable workmate? If yes, what have you done to show that? How can you rate the general work morale? Are people in good spirits when discharging their roles? | [employee comments] |
| URGENCY: Can you be willing to handle other duties that are not in your job description? Is there a time you had to delegate tasks to your colleagues when it required urgency? | [employee comments] |
| INNOVATION: Give an instance you thought critically and came up with workable solutions? What can you say is your best innovation when it comes to developing workable solutions? | [employee comments] |
| KNOWLEDGE OF JOB: Is there a time when you faced a problem because you had not understood a certain concept in a project? What happened? Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role? | [employee comments] |
| FACILITATION: Is there a time when you have had to deal with a group member who does not attend group meetings? How did you go about it? How do you encourage group members to stay motivated when there is work pressure? | [employee comments] |
| INITIATIVE: Are you creative enough to come up with decisions for hard tasks? Do you accept responsibility quickly without passing on the blame? | [employee comments] |
| ORIENTATION TO WORK: How well do handle pressure and stress in the workplace? How do you deal with office confrontation and do you feel justice has been served right? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you fully commit yourself to serve your company and do your best? What measures are you meaning to use to become better in executing your duties? | [employee comments] |
| DEADLINES - ON TIME: Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it? What are some of the things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines? | [employee comments] |
| RESOURCE USE: Describe a time when you have started a project without all the required resources. Were you happy with the outcome? Explain your answer Describe a time when you identified a project that was consuming more company resources than needed. What did you do with the project? | [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: |