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

A Promotions Manager is responsible for planning and managing campaigns to promote their companies products and services by increasing short-term sales and improving the results from other marketing programs. This position requires one who has a bachelor's degree in the fields of advertising, marketing or business.

The primary roles include, determining the length and timing of promotions, working alongside product development team to incorporate events after production of the products, developing and launching discounts, samples, gifts, rebates, coupons, sweepstakes and contests, marketing promotions to various businesses, sending promotions through direct mail, inserts in the newspapers, internet advertisements, product endorsements etc., working with marketing and sales departments to create promotions, planning advertising campaigns, measuring the effectiveness and optimizing if need be.

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

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.

Takes breaks when one needs them in order to balance rushes and refresh one's mind for tasks that require intense focus

Simplifies tasks that one cannot eliminate such as routine tasks and tries to perform them in as much detail as they require

2

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.

Takes a small part of one's day at work to talk and listen to other employees in order to help maintain a positive atmosphere

Makes sure that everyone understands all the assignments and the deadlines when working with a team to avoid confusion

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Allows employees to be critical about ideas and suggests solutions to expand an idea

Asks a variety of people with various backgrounds for responses in order to evaluate how majority of other people view the decision

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.

Compares performance to the company's standard and avoids evaluating an employee's performance against another employee or based on cultural differences

Monitors the situation closely and provides regular feedback in order to keep the employees on the right track

2

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Maintains a high level of cleanliness and arrangement starting from the work desk

Does not use grooming that conflicts with the company policy

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.

When given a choice always opts for the reputable one ensuring discipline is highly maintained

Builds an environment of dependability and trust around the workplace

2

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

A highly creative person who is skilled in finding ways to perfect the performance

Has excellent communication skills that get the job done through talking to others

3

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

Examines technical charts for errors and reviews documents for compliance with established standards

Performs repetitious or routine tasks with attention and care and follows the required procedures to ensure all parts of the tasks are complete

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings

Keeps employees accountable by regularly having conversations about how their goals are progressing

2

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Uses breaks as a time to socialize with other employees as a way to engage own brain with something other than work

Breaks daily duties down into micro tasks and resists the urge to tackle everything all at once

2

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

What system do you use to keep track of multiple projects? How has this helped you meet deadlines?

What is the most difficult multi-tasking experience you have ever had? What did you do and what was the outcome?

[employee comments]
INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

How do you reward employees whose work exceeds your expectations? Give an example of when this has happened

[employee comments]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
PERFORMANCE MANAGEMENT:

Which are your two most important core values that drive you when managing your employees' performance?

How do you help employees set and accomplish goals? What are some of the factors you have considered when setting goals for your employees?

[employee comments]
APPEARANCE AND GROOMING:

Are you satisfied with what you wear and do you show too much flesh?

Are customers more attracted to your confidence, skills, and good grooming?

[employee comments]
DEPENDABILITY:

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

Are your work results and your reliability in harmony and dos your record show that?

[employee comments]
INITIATIVE:

Are you pushed to think creatively and explore new opportunities?

Do you accept responsibility quickly without passing on the blame?

[employee comments]
ATTENTION TO DETAIL:

What techniques do you use to make sure you have the right information about a certain project?

What tools/techniques do you use to check your work? Why do you use these tools/techniques?

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
ROLE AWARENESS:

What things have you done to improve your knowledge of your position in the company? How has this benefited the company?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[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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