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

An Advertising Manager is accountable for marketing ad publicizing goods or services within an organization through performing thorough research to find a target audience, holding focus groups, developing concepts, outlining goals, creating storyboards, approving copy writing and setting the budget for ad campaigns.

The primary responsibilities include, measuring the ad effectiveness and optimizing it if need be, creating direct mail initiatives, developing advertising campaigns that includes the TV ads, commercials, radio ads, banners, pay per click ads and any other type of internet ads, setting budgeting goals and keeping them, informing the public about the company's goods and services, working with the sales staff to generate ideas for the campaign, approving agency plans, working with account executives to come up with ad campaigns, preparing cost estimates for campaigns.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Prepares adequately well before delivering that all-important speech before others.

Shows great eloquence when it comes to delivering speeches and talks.

2

PRESENTATION SKILLS: Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Organizes a good, balanced and dynamic presentation with high impact results.

Uses non-verbal forms of communication such as facial expressions in a good way.

2

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Always willing to take risks to achieve great innovative results.

Share valuable information that might help solve the various problems that might arise.

2

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Starts the more involved or longer tasks first, and fills in the gaps with the shorter, self-contained or well-defined tasks

Sets a timer or makes a mental note to remind oneself to pay attention to a task when one gets distracted

3

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Avoids using insulting or negative language when one is around people; uses constructive criticism instead of putting people down

Is willing to listen to feedback about oneself and look for ways that one can grow and improve

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 date for a review period where one can examine a decision and improve upon it

Takes a look at a decision plan, to make sure that one has been thorough and that it is free of errors, before implementing it

2

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Holds multiple meetings with disengaged customers in order to try and get to the main cause of their dissatisfaction

Regularly listens to customers' demands and checks back with the customers to make sure that the company measures meet their desires

2

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Is highly regarded as dependable by both management and the team working together

Identifies the worthy steps and takes them in executing all the tasks given

2

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Uses day planners, calendars, highlighters, project planning software, resource management software and any other program created to help one stay organized

Reviews work carefully for completeness, accuracy, and mistakes before sending it out

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Sets challenging yet attainable goals for team members, in order to motivate them, and rewards individuals who have successfully met their goals

Visualizes own goals as already accomplished in order to improve performance, feel motivated and to actually accomplish them

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Give an instance you were given the opportunity to talk to people. What was the reaction?

How do you respond to feedback and criticism and do you encourage people to give you feedback and citric your speech?

[employee comments]
PRESENTATION SKILLS:

How frequently do you engage your audience during any presentation?

What presentation method do you like and why do you like it?

[employee comments]
INNOVATION:

Explain how you go about when solving a problem or an issue?

How well do you work with a group or team to come up with innovative ideas?

[employee comments]
MULTI-TASKING:

How do you prioritize your tasks to make sure that all are attended to and that they meet deadlines?

What are some of the ways and techniques that you have found to make handling of multiple tasks easier and more effective?

[employee comments]
INSPIRING OTHERS:

People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work?

Describe a time when you felt you were able to inspire other employees in a big way. What did you do?

[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?

Can you give specific examples of decisions that you make rapidly and those that take more time?

[employee comments]
PERFORMANCE MANAGEMENT:

What factors are crucial within any organization and must be present for you to manage performance effectively?

Can you describe an occasion when you have encountered problems when managing performance? How did you overcome these problems?

[employee comments]
DEPENDABILITY:

Can your manager depend on you to handle tasks without being asked to do so?

Do you finish all your projects and tasks within the allocated time?

[employee comments]
ATTENTION TO DETAIL:

Describe a time when you were confused by a client's request. What process did you use to clarify things?

Are there times you have had difficult experiences working with details at work? How did you go about that?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively?

[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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