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

An Advertising Art Director is responsible for designing the visual side of all the advertising operations for all brands of media including film, TV, print or web as well as producing art layouts through the use of art concepts.

The primary duties are keeping customers informed by reviewing illustrative material for presentation, accomplishing art department work through orientation, training, assignments and coaching employees, meeting the required architecture standards by following production, productivity, quality and customer service standards, identifying and implementing work process improvements, meeting the skill cost standards by monitoring expenses, implementing cost saving actions, formulating art concepts through thorough supervision of executing layout designs, selecting and securing illustrative material by expressing basic layout design concept.

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

LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained.

Reflects appropriately to issues raised by the person who was previously talking.

Shows great attentiveness when being addressed by the other party.

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Defines ambitious but realistic goals and accomplishes them while meeting performance and quality standards

Responds to and anticipates customers' needs in a timely, courteous and professional manner regardless of the customer's attitude

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

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Delivers negative feedback in a tactful and assertive manner yet in a straightforward way

Constantly offers praise for jobs well done in order to reinforce positive behavior and boost morale of the employees

2

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.

Always has a clear concept of the future working diligently to make it a reality

Challenges the team to the core enhancing their skills to make sound decisions

3

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.

Carries a unique imagination that produces innovative ideas profitable to the company

Encourages teammates to think of better ways to solve problems

2

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.

Establishes both short term and long term clear and challenging goals that are attainable

Maintains a record of attained goals that have led to markedly improved personal and corporate performance

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.

Avoids distractions such as answering non-work related calls in order to remain focused on accomplishing own tasks

Writes specific objectives in order to flesh out own goals and identify what one wants to accomplish

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.

Attends think tank and ideation sessions to learn more ideas on improving processes

Uses existing survey results to assess the impact of ongoing process improvement efforts

2

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

Acknowledges the importance of training and puts extra effort to concentrate during training sessions

Shows interest to learn new skills and is making an effort to develop a positive attitude towards complex training sessions

2

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

Give an instance that you have been defensive during a conversation. How did it turn out?

Do you always seek for clarification on issues you do not understand when conversing with someone?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you manage a project plan, set timelines and milestones, and involve team members in order to deliver on time?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
DECISION MAKING:

Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome?

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]
GIVING FEEDBACK:

How have you handled an employee whose work is not up to the company's expectations?

How do you recognize and motivate employees who have constantly demonstrated excellent performance at work?

[employee comments]
DEVELOPING OTHERS:

Do you have personal goals set before you can set the employee's goals?

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

[employee comments]
CREATIVITY:

Are there better methods you know of that can make the company more profitable?

Do you believe you have now the experience to make better decisions in situations where you've done wrong ones?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you ask for coaching or training when you need it or do you delay until it is forced on you?

Do you set goals or have a workable plan that you follow through with?

[employee comments]
PROJECT AND GOAL FOCUS:

How do you communicate your goals to other members of the team? Give an example

How do you keep track of your project to make sure everything is in order?

[employee comments]
PROCESS IMPROVEMENT:

Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made?

How often do you eliminate steps that are of no value in a process?

[employee comments]
TRAINING OTHERS:

How often do you encourage team members to take part in training sessions?

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:

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