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

A Senior Art Director is liable for execution and delivering high-quality creative materials that are presented in magazines, newspapers, product packaging, movies, television productions, etc. This position creates the final design and direct others to develop the artwork or layouts.

The primary roles include determining how best to present concepts visually, developing an overall look or style of publication, an advertising campaign, determining which art elements would be used, supervising all design staff, reviewing and approving designs, artwork, graphics, and photographs developed by staff members, presenting designs to clients for approval, developing detailed budgets and timelines, coordinating activities with other artistic or creative departments, talking to clients to develop an artistic strategy and technique.

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

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.

Challenges the teams to think creatively and come up with required solutions

Always willing to help where major decision making may be required

2

CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions.

Works hard to foster creative discussions within all company teams

Shows ability to give required solutions for any presented problem

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Speaks up diplomatically and calmly if one has too much to handle

Meditates regularly in order to control the thoughts that can trigger stress at work

2

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

Breaks up more time-consuming tasks with easier or shorter tasks in order to avoid feeling overwhelmed with too many tough tasks in a row

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.

Trusted to deliver urgent work without compromising on quality and preciseness

Excels at estimating the time required for completing projects and manages to complete more work in less time

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.

Makes good strategic decisions, looks for good opportunities and makes efforts to overcome competition

Looks for more information that can assist in understanding the current market trends

2

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.

Starts all process improvement efforts with clear objectives and always identifies processes that fall within the context of business goals

Possesses the best insight into the root cause of errors in processes and is always able to correct any errors

3

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.

Tries to examine problems from a different point of view

Uses insight gained from reflection and feedback to improve future research methods

2

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

Focuses on identifying more important tasks first and balances both quality and quantity

Often adds some contingency time for unexpected events when scheduling tasks

2

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Puts more effort to participate in specialized training programs and shows interest to look for more training opportunities

Makes effort to evaluate the outcomes of a training session

2

Self Evaluation

Self Evaluation Question

Employee Comments

DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Do you delight in developing others? capability and making them better?

[employee comments]
CREATIVITY:

Do you encourage your workmates to think creatively and enact the creativity in their daily work?

Do you value and implement creative skills that you learn from others

[employee comments]
HANDLING STRESS:

Describe a time when you have had a heavy workload. How did you handle it?

What steps have you followed in the past to avoid distractions at work and remain positive-minded?

[employee comments]
PROJECT AND GOAL FOCUS:

Where do you see yourself in the next five years? What are you going to do to achieve this?

What are some of the things that get you distracted when trying to achieve your goals? How have you handled this?

[employee comments]
TIME MANAGEMENT:

Are you able to distinguish between unimportant and important tasks when working on a project?

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 strategies are you using to survey your competitors and are you noticing any results?

[employee comments]
PROCESS IMPROVEMENT:

Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake?

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

[employee comments]
RESEARCH:

What are you doing to improve your understanding of how to use data reduction and synthesis methods?

How often do you employ logic and reason when determining the merits of an argument?

[employee comments]
SCHEDULING:

Have you ever failed to add contingency time when scheduling and how did you correct the mistake?

How often do you create a routine to get repetitive tasks done more efficiently?

[employee comments]
TRAINING OTHERS:

What efforts are you making to apply skills learnt in training session to advance your skill set and career?

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: