Use this step by step explanation to craft a good employee performance feedback review for an editorial art director. Find the right words with quality phrases.
An Editorial Art Director is responsible for overseeing the presenting of the visual artistic life with the words used in displaying their artistic styles to the customers. Art can be expressed in many ways including video, audio, photography and design. This position is for those who show their artistic side with the use of words ensuring they capture the audience they intend to.
Duties for this position include, developing the overall look or style of a publication, determining how to present a concept on paper with designs that fit the particular art, supervise editorial staff, review and approve different editorial designs, talk to clients about the artistic approach and the styles that can be used, coordinating activities with other artists to create new impressions.
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 |
|---|---|---|
| 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. | Asserts opinions, views, and ideas respectfully and appropriately to the relevant audience. Shows great attentiveness when being addressed by the other party. | 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. | Tries to determine the real situation before making a decision on a certain situation Creates a constructive environment to explore the situation at hand and weigh up one's own options | 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. | Listens and adheres to active counsel regarding the business strategies Responds with a great attitude to management, co-workers, and customers | 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. | Regularly checks the progress of own goals in order to stay on track and know whether or not to tweak own actions Interacts with people with similar goals in order to get new ideas on how to effectively achieve own goals | 2 |
| 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. | Excels at prioritizing work by avoiding being involved in endless details Meets all deadlines and makes the best use of 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 Attends many live events to get the attention of clients and prospects | 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. | Encourages automation of manual processes to enhance efficiency and accuracy Makes effort to understand the cause of errors in processes and puts enough effort to correct the errors | 2 |
| 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. | Adapts technology in getting solutions and searches for different approaches to a situation or problem 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. | Makes effort to schedule tasks for the day ahead of time Shows willingness to learn how to have a work-life balance and create more time for both work and family | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Seeks for extra assistance from colleagues on complex concepts learned in training sessions Demonstrates willingness to attend training sessions and attends most training sessions | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: Have you ever been interrupted by a speaker in the middle of a conversation? How well do you receive and apply the instructions given out? | [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] |
| POTENTIAL FOR ADVANCEMENT: Do you fully commit yourself to serve your company and do your best? Do you accept positive criticism that is meant to help you improve your expertise? | [employee comments] |
| PROJECT AND GOAL FOCUS: Is there a time when you have involved other employees in developing your goals? Give an example Describe a time when you have missed an important project deadline due to poor planning. What did you do? | [employee comments] |
| TIME MANAGEMENT: Were there any instances where you felt that you took more time to get work done than other times? Do you keep a well-organized record of all the upcoming deadlines? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your understanding about current business trends? What strategies are you using to survey your competitors and are you noticing any results? | [employee comments] |
| PROCESS IMPROVEMENT: How often do you encourage colleagues to undergo training on new procedures? What efforts are you making to improve your ability to detect the root cause of errors in processes? | [employee comments] |
| RESEARCH: Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation? What efforts are you making to identify ideas and concepts that are relevant to a problem? | [employee comments] |
| SCHEDULING: What are you doing to create a balance between quality and quantity when scheduling tasks? Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation? | [employee comments] |
| TRAINING OTHERS: How often do you encourage team members to take part in training sessions? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [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: |