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

A communications specialist takes charge of the internal and external communication with the primary role of creating and maintaining a positive relationship between the client and the public via media outlets by producing press releases, handling public relations, advertising and social media for the client. He/she also manages internal communications including newsletters and memos as well as drafting press releases for the media or website.

Duties associated with this position include creating and sending press releases of important updates about clients to media outlets; managing advertising on client's behalf; organizing press conferences or events where clients meet the public to create product knowledge and awareness as well as recent developments; handling request for information from media; liaise with marketing professionals for ad copies as well as carry out damage control in the event of bad publicity.

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

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Keeps a selection of simpler projects or smaller tasks and performs them while waiting for inspiration or information on a larger project

Shifts multitasking to single-tasking throughout the day to allow one's mind to reboot

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.

Takes the time to learn employees' strengths and weaknesses and delegates tasks to whoever has the largest number of relevant skills for that task

Asks the person assigned the task to paraphrase the assignment or request in their own words to make sure that they understand what they are supposed to do

2

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Communicates effectively and promptly about the plans adjustment or change

Regularly sets aside ample time to organize and plan the workload without favoritism

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.

Looks for moments that positively transformed one's own life and uses the moments to draw strength and inspiration

Takes on extra projects and often seeks advice from other colleagues in areas that need clarification when handling the projects

2

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Talks to oneself kindly, and encouragingly instead of beating oneself up for making mistakes

Speaks one's mind during meetings in order to see the reactions of other employees to one's viewpoint and adjust appropriately

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 vivid diagrams, analogies, and other simple means of data presentation in order to help other colleagues understand complex new ideas

Identifies and creates new strategies that will fulfill the changing needs of the customers in the future

2

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Practices mental elasticity; stretches oneself beyond the things others regard to know already

Takes a personality assessment in order to identify own tendencies and biases and how they influence own judgment, analysis, and decision-making

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Communicates own strategies to all levels of the company to make sure that everyone is operating within the same goals

Foresees situations that may break the ongoing strategies and deals with them before they actually happen

2

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 a careful inventory of things that one use on a daily basis and keeps them within reach in order to make organization easier and increase productivity

Works backward from the desired results to create milestones that provide one with a sense of priority and vision in the short and long term

2

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Shows willingness to learn how to use critical thinking skills when evaluating information

Relies on existing solutions and examples when dealing with a problem

2

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

Describe a time when you have had to perform multiple tasks at the same time. What are some of the challenges you faced?

What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention?

[employee comments]
DELEGATION:

Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it?

What are some of the things you have done to improve your delegation skills?

[employee comments]
PLANNING AND SCHEDULING:

Do your planning skills need improvement or are they ready to go?

How have you been of help to others in accomplishing goals within the set time?

[employee comments]
ENTHUSIASM:

Can you think of a situation where you were intensely motivated? When were you bored?

Is there a time when you did not think a situation could not get any worse and then it did?

[employee comments]
SELF CONFIDENCE:

When is the last time you asked for assistance on a certain project from a colleague? What was the project?

Do you feel full of self-confidence or do you wish you had more of it?

[employee comments]
CONCEPTUAL THINKING:

Can you give an example of when you integrated seemingly unrelated information in order to anticipate a problem or analyze a situation?

Is there a time when you had to analyze information and make a recommendation? How did you go about that?

[employee comments]
USING COMMON SENSE:

Describe a time when you have had an argument with your boss because you had not done something that required common sense. What was it and how did you defend yourself?

How do you go about making decisions? How do you calculate your next action when solving a problem?

[employee comments]
LONG RANGE PLANNING:

Describe a time when you have had a hard time accomplishing your long-range plan. What was the problem and how did you solve it?

Describe the most successful long-term goal that you have accomplished. How did you go about making it a success?

[employee comments]
ORGANIZATIONAL SKILLS:

What are some of the tools that you have used to organize your tasks at work? Would you recommend these tools to other employees?

How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks?

[employee comments]
ANALYTICAL SKILLS:

Can you describe a task you did that tested your analytical abilities?

How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis?

[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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