Use this step by step explanation to craft a good employee performance feedback review for a television news anchor (tv news anchor). Find the right words with quality phrases.
A Television News Anchor (TV News Anchor) is liable for delivering news stories to the broadcasting station's audience. This post is also known as newscasters, new analysts or news anchors.
The primary duties of this post are broadcasting news stories, doing onsite reporting, gather information and write new stories, editing and rewriting news stories to ensure they are accurate and fit within the time and space allotments, research current events happening in the local community and state as well as international, determine which stories are worth reporting, organizing stories so they can start with the most pertinent pieces first, introduce news correspondent that are reporting on the scene, ask relevant questions that the public may need to know, engaging the community in commentary about various issues, conducting interviews.
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 |
|---|---|---|
| ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit. | Less distracted by the workplace disorganization and delivers the right results. Documents all processes and items and is accountable to everything given out to him or her. | 2 |
| URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency. | Shows a great quality of changing tactics when something is not working. Shows great optimism and determination to see through duties and projects. | 2 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Knows how to receive and give constructive feedback to other people's ideas. Shows great ability to assess and manage any form of risks that might arise. | 2 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Maintains a neat job performance record; does quality work, shows up on time and keeps a good attendance history Offers junior and new employees guidance and encouragement and teaches them how to handle different tasks and set goals | 2 |
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Chooses the best mode of communication to pass information to the team members Mentally prepares oneself by having a good night sleep and doing deep breathing exercises before having a group meeting | 3 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Shows high energy in undertaking challenges related to the assigned tasks Instill a sense of teamwork among the co-workers promoting an atmosphere of cooperation and collaboration | 2 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Display sound judgment when deciding on alternatives and choices for performance Carries a great ability to outline the pros and cons of each course of action | 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. | Shows great confidence in the ability to meet the challenging set targets Responds with a great attitude to management, co-workers, and customers | 2 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Starts own projects as soon as one can in order to avoid scrambling for time when the deadlines approach Negotiates due dates with the people concerned in order to have more control and reduce stress when working on a project | 2 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Gets to know team members' strengths, skills, and the type of work that motivates them in order to match them with the perfect tasks Anticipates potential problems and gathers resources necessary to fix them should they occur | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Are the channels for solving issues clear to you? If yes, explain why? Do you feel the workplace is organized enough to enable you to perform? | [employee comments] |
| URGENCY: Is there a time you had been called to help in other urgent tasks? Is there a time you had to delegate tasks to your colleagues when it required urgency? | [employee comments] |
| INNOVATION: What is the worst decision you had ever made when you were trying to solve a particular problem? How well do you respond to issues and what do you feel is your weak point when dealing with problems? | [employee comments] |
| KNOWLEDGE OF JOB: How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job? Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role? | [employee comments] |
| FACILITATION: Is there a time when you have had to deal with a group member who does not attend group meetings? How did you go about it? Can you describe a project that required major input from other employees? Who did you choose to work with you and why? | [employee comments] |
| INITIATIVE: Are you pushed to think creatively and explore new opportunities? How well do you handle work pressure, deadlines, and coworkers? | [employee comments] |
| ORIENTATION TO WORK: Are you able to plan on each day's goals and meet targets set by the company? Are you a fast learner or you need something repeated over and over again for you to understand? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you carefully consider the feedback from the management or do you overlook it? Do you accept positive criticism that is meant to help you improve your expertise? | [employee comments] |
| DEADLINES - ON TIME: How have you kept yourself motivated to meet deadlines at work? How have you helped others on the same? Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success? | [employee comments] |
| RESOURCE USE: How do you make sure that your team members have all the skills needed to accomplish a certain task? Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences? | [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: |