Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an advertising manager. Find the right words with quality phrases.

An Advertising Manager is accountable for marketing ad publicizing goods or services within an organization through performing thorough research to find a target audience, holding focus groups, developing concepts, outlining goals, creating storyboards, approving copy writing and setting the budget for ad campaigns.

The primary responsibilities include, measuring the ad effectiveness and optimizing it if need be, creating direct mail initiatives, developing advertising campaigns that includes the TV ads, commercials, radio ads, banners, pay per click ads and any other type of internet ads, setting budgeting goals and keeping them, informing the public about the company's goods and services, working with the sales staff to generate ideas for the campaign, approving agency plans, working with account executives to come up with ad campaigns, preparing cost estimates for campaigns.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Does not talk with great confidence and composure and trembles excessively.

Talks too fast in a manner that the other person does not comprehend what is being said.

1

PRESENTATION SKILLS: Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Explains each point to the fullest and only tries to emphasize the key points.

Makes good eye contact with the audience from the start of the presentation to the end.

2

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Does not usually approach issues and problems creatively and intelligently.

Does not know how to develop and maintain strong working relationships with people.

1

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.

Waits until one is already in the middle of a task to decide what else one needs to accomplish

Starts thinking of other things that one needs to do thus is not able to give full attention to the task at hand

1

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Steps back after giving the advice in order to allow others to make their own decisions or discuss important issues

Expands one's horizons further than before while thinking about the impact one's actions will have on those around

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Allows employees to be critical about ideas and suggests solutions to expand an idea

Takes a look at a decision plan, to make sure that one has been thorough and that it is free of errors, before implementing it

2

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Fails to give an employee adequate feedback on his/her performance during the year, but dumps it on him/her in the performance appraisal meeting

Is not aware of the ways in which one's own behavior may unconsciously punish good behavior and reinforce poor performance

1

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Disappoints coworkers and employers who depend on them to complete assigned tasks

Holds a questionable character that every customer and coworker gets concerned about

1

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Frequently forgets one's task and projects and loses track of details on how and when everything needs to come together

Sees the big picture, and overlooks the small picture; focuses on the major points and ignores most others

1

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.

Sets different goals for team members with similar responsibilities thus encourages internal rivalries that lead to diminished morale

Does not rank goals in the order of their importance to the company thus often misses deadlines for the most crucial goals

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Who is the greatest orator that you admire and why do you admire them?

Have you ever tried to copy somebody else's way of talking and how did it turn out?

[employee comments]
PRESENTATION SKILLS:

How do you normally conclude your presentations and how can you rate it?

What presentation method do you like and why do you like it?

[employee comments]
INNOVATION:

What is the worst decision you had ever made when you were trying to solve a particular problem?

Describe the best and the worst decision you have ever made?

[employee comments]
MULTI-TASKING:

How do you prioritize your tasks to make sure that all are attended to and that they meet deadlines?

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

[employee comments]
INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

Describe a time when you felt you were able to inspire other employees in a big way. What did you do?

[employee comments]
DECISION MAKING:

Can you describe a time when you have had to postpone a project because you did not have the right information to come to a good decision?

How do you involve your bosses and other employees when making an important decision?

[employee comments]
PERFORMANCE MANAGEMENT:

What factors are crucial within any organization and must be present for you to manage performance effectively?

What approach have you used to help employees improve their performance? How did you decide on your approach?

[employee comments]
DEPENDABILITY:

Are you willing to do whatever it takes to get the job done no matter the situation?

Do you finish all your projects and tasks within the allocated time?

[employee comments]
ATTENTION TO DETAIL:

What techniques do you use to make sure you have the right information about a certain project?

Can you describe a time when you were able to produce quality work when under pressure? How did you go about ensuring the quality of your work?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[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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