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

An Advertising Copy Writer generates words, slogans, catch phrases, and messages for advertising campaigns by producing a written copy. He/she conceives, develops and creates advertising campaigns by writing text for web advertising and also scripts for TV commercials and radio jingles.

Various responsibilities include liaising with the art director to develop creative ideas; writing an original copy that is clear and persuasive; proofreading the text to check grammar and spelling; revising ad campaigns according to the feedback from the client; discussing the requirements of the clients, target audience and core messages with the account executives; familiarizing with the client's products, target audience and the activities of the competitors; monitoring if the advertising campaigns are effective; overseeing the ad campaign to completion as well as liaising with photographers, printers, designers and illustrators.

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

WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication.

Ensures to counter check the work once finished to correct wrong punctuations, spellings, and incorrect grammar.

Writes content comfortably using different linguistic languages to reach more audience.

2

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Ensures the project's or task's success through ongoing monitoring and communication as well as provision of credit and the required resources

Assigns smaller tasks to newer employees in order to build their competence and confidence

2

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Comes up with a system that squeezes the most productivity out of each day and sticks to it

Derives strength and inspiration from role models and tries to emulate them in order to achieve personal goals

2

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Uses advanced methods and techniques to identify the intricacies of a situation and how they may impact the outcome

Recognizes and acts in accordance with the company goals, strategies, and priorities and gives suggestions and ideas on how to handle key issues

3

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Plans and measures each team member's contribution to the set goals when goal attainment requires team effort

Seeks support from the top management in clarifying goals, overcoming goal-related problems, or freeing up resources

3

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Takes the time to go over own weekly plans in order to know what is due and to avoid surprising appointments

Keeps all current projects in the forefront in order to stay focused on the tasks or activities that matter the most

2

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Keeps abreast of technological change and finds the easiest ways to develop knowledge and new skills needed to undertake new projects

Is able to manage competing priorities and meet tight deadlines effectively

2

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Delegates tasks to employees based on their strengths, weaknesses, and other behavioral styles that could affect the quality of work produced

Sends out surveys and asks clients for feedback in order to identify the clients' needs and work towards providing these needs

2

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Regards team's productivity as a top priority and constantly identifies and implements new methods to get things done and enhance the team's output

Raises the bar for other employees and is energized by problems that would easily derail others

2

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

Encourages team members to put extra effort in taking part in training sessions

Makes effort to evaluate the outcomes of a training session

2

Self Evaluation

Self Evaluation Question

Employee Comments

WRITING SKILLS:

How do you receive feedback and do you set yourself to apply the ones you feel are beneficial to your writing?

Do you have a mentor to guide you in your writing and how has it benefited you so far?

[employee comments]
DELEGATION:

Can you describe a time when you have solved a major company problem due to an effective delegation of tasks?

How do you deal with an employee who does not deliver a project on the agreed time?

[employee comments]
ENTHUSIASM:

Are there times you have not achieved something that you set out to do? How did you feel about that?

Can you give examples of some of the improvements you have made at work without being asked?

[employee comments]
CONCEPTUAL THINKING:

Describe a time when you identified customer's needs on a particular project. What resources did you call on to help?

Describe a time when you needed to develop and use a complex procedure in order to complete a task. What obstacles did you encounter when handling the task?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[employee comments]
ORGANIZATIONAL SKILLS:

Is there a time when your schedule was suddenly interrupted? What caused the interruption and how did you get your activities back on track?

Describe a team project that was successful due to good organizational skills. What was your role?

[employee comments]
PROJECT MANAGEMENT:

How do you motivate your project team and communicate with the stakeholders? How has this contributed to the success of your projects?

In your opinion, what do you think is the most important quality of a project manager? Explain you answer

[employee comments]
QUALITY OF WORK:

How often have you produced low-quality work? What has prevented you from producing high-quality work?

Speed is important to complete work when one is under pressure. How do you make sure to work fast and maintain accuracy at the same time when working on a tight deadline?

[employee comments]
QUANTITY OF WORK:

What are some of the factors you have considered when delegating tasks to your team members in order to increase their productivity?

Describe a time when you had to focus all your attention and energy to get a project done. Did you meet the set productivity goals?

[employee comments]
TRAINING OTHERS:

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

What are you doing to prepare for training sessions ahead of time?

[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:

Related Articles