Use this step by step explanation to craft a good employee performance feedback review for a multimedia copywriter. Find the right words with quality phrases.
A Multimedia Copywriter has the primary responsibility of writing marketing messages that are persuasive and presenting it in various visual media formats including animation, video, print, PowerPoint and illustrations. He/she takes one sales message and presents it using multiple forms.
Other duties include providing content that is well written for the website, draft and edit blog posts and articles, prepare video output content and liaising with video production team, produce content for the monthly newsletter, manage the social media channels, proofread events marketing content, coordinating with the marketing team to determine the timeline and method for the publication of print and electronic materials and act as the quality control for content output.
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 |
|---|---|---|
| CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking. | Tries to always consider all factors at play before deciding on a particular methods or way. Looks at issues in different angles and not in a one-sided way. | 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. | Includes details and straightforward instructions in order to avoid most communication gaps and allow tasks to be executed effectively Confirms that the person is committed to the process that has been set out and to the expected results | 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. | Supports the company plans with all the necessary documentation as well as filing them for future use Does not leave any detail to chance rather takes everything into consideration | 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 Always on the lookout to help colleagues who are in need even if it's just with a kind word or a friendly smile | 2 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Applies existing concepts to identify similarities, gaps, differences, and trends while analyzing new situations Considers how present policies, methods, and processes might be affected by future trends and developments | 3 |
| PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish. | Commits one's own time and energy to see that goals are achieved the right way and in a timely manner Remains positive and optimistic even when everything is not working or when a project does not meet expectations and urges others to do the same | 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. | Writes down each task that one expects to perform in a planner when the day starts in order to get mentally prepared Maintains a ranking system that flags or stars important tasks, for instance, in order to prioritize them accordingly | 3 |
| 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. | Demonstrates willingness to learn how to work with graphical information Understands a good number of data collection techniques and makes an effort to collect the right information | 2 |
| COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world. | Demonstrates willingness to learn how to install, use, and troubleshoot computer software Understands how to troubleshoot basic computer hardware problems and is familiar with basic hardware components | 2 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Shows interest to understand how complex systems and processes work Makes enough effort to enhance the ability to operate a wide range of devices and machines | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: How well do you consider all the factors available before making your decision? When expressing your ideas do you deliver them in a logical manner? | [employee comments] |
| DELEGATION: Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects? How do you deal with an employee who does not deliver a project on the agreed time? | [employee comments] |
| PLANNING AND SCHEDULING: Do you have all the tools to help you plan and schedule the company's affairs? What area can you help in the scheduling of time and workload? | [employee comments] |
| ENTHUSIASM: Can you think of a situation where you were intensely motivated? When were you bored? Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done? | [employee comments] |
| CONCEPTUAL THINKING: Describe the most complex task you have ever accomplished. What information did you use when handling this task? Can you describe a time when you anticipated the future and made changes to current responsibilities and operations in order to meet future needs? | [employee comments] |
| PERSONAL DRIVE: Is there a time when you have received an award from the company? What was the award? Why did you receive the award? What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track? | [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? In your opinion, which is the best time to work on complex tasks? Which time works best for you? | [employee comments] |
| ANALYTICAL SKILLS: Can you describe a task you did that tested your analytical abilities? Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem? | [employee comments] |
| COMPUTER SKILLS: Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced? What efforts are you making to become more familiar with computer security issues and copyright laws? | [employee comments] |
| TECHNICAL SKILLS: Have you ever made suggestions that improved an existing technical system? Have you ever failed to follow technical instructions when using a new system? What did you do to improve? | [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: |