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

A Deputy Art Director is responsible for supervising videographers, designers and photographers a well as reviewing the freelancer's portfolios. This position is primarily based on experience and judgment to plan and accomplish the set goals.

The essential duties of this post include helping in planning and executing art, design and other visual elements in newspapers, books, magazines, websites, advertisements and any other printed and digital visual communications, collaborating with other artists and designers to deliver quality work to the leading art director, taking orders on the visual direction of projects, helping with choosing what photographs and artwork should be used in publications or shows.

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

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Asks the difficult individual a question regarding the issue, such as, "Why do you feel this way?" in order to show them that one is willing to find the source of the disagreement

Learns the person's strategy and develops counter strategies ahead of time, when one cannot avoid the situation

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.

Helps others determine their personal goals and work on them seriously

Devises new plans to help out often with severe challenges

2

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Adapts well to changing schedules and help others calm down in times of stress

Quick in adjusting to change in the performance of duties

2

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Puts clients' needs first; goes out of the way to help meet those needs and look for ways to improve clients' satisfaction

Always flexible and is prepared to change direction as the other person's feelings and thoughts also change

3

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Creates time to reflect; looks back at failures and setbacks in order to identify and apply key learning for self and others

Depicts high level of self-discipline and looks forward to learning new things and opportunities

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.

Creates a vision board to help one visualize end goals more clearly and get inspired to take consistent action

Interacts with people with similar goals in order to get new ideas on how to effectively achieve own goals

2

QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks.

Develops procedures and systems to manage information and data effectively and shares these with other employees

Seeks feedback from other employees and customers to make sure that high work standards and quality are being maintained

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.

Develops practical schedules, effectively assigns tasks to others, and is committed to get work done

Seeks assistance to solve a problem quickly and avoids lagging behind

2

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

Makes enough effort to create effective and reliable project schedules

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.

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

DEALING WITH DIFFICULT PEOPLE:

How would you deal with a team member who is always picking fights with others or is difficult to work with?

How do you differentiate between a person who is deliberately difficult from one who is difficult due to some stress he/she is going through?

[employee comments]
DEVELOPING OTHERS:

Do you consult the rest of the management before you make decisions?

What do you spend your energies on ? development or bringing down?

[employee comments]
FLEXIBILITY:

Do you execute tasks promptly or are you always late?

What areas are you supposed to work on to become better?

[employee comments]
EMPATHY:

What is one or two things you have learned from caring for or helping others at work?

Can you think of a time someone interpreted something you said negatively, even though you didn't intend for it to be negative?

[employee comments]
SELF AWARENESS:

Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues?

Is there a time when you received feedback about your work, and you had to disagree? What happened?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have involved other employees in developing your goals? Give an example

How do you differentiate goals that are urgent from those that are important? Give an example

[employee comments]
QUALITY MANAGEMENT:

How have you made sure to deliver quality work even when working under pressure?

How do you keep track of your projects to ensure that each milestone meets the agreed quality standards?

[employee comments]
TIME MANAGEMENT:

Do you maintain a plan and say no to constant interruptions while working?

Do you keep a well-organized record of all the upcoming deadlines?

[employee comments]
SCHEDULING:

What efforts are you making to update your list of activities and track project schedules?

Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation?

[employee comments]
TRAINING OTHERS:

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

Do you seek for extra assistance from colleagues on complex concepts learned in training sessions?

[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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