Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a promotions manager. Find the right words with quality phrases.
A Promotions Manager is responsible for planning and managing campaigns to promote their companies products and services by increasing short-term sales and improving the results from other marketing programs. This position requires one who has a bachelor's degree in the fields of advertising, marketing or business.
The primary roles include, determining the length and timing of promotions, working alongside product development team to incorporate events after production of the products, developing and launching discounts, samples, gifts, rebates, coupons, sweepstakes and contests, marketing promotions to various businesses, sending promotions through direct mail, inserts in the newspapers, internet advertisements, product endorsements etc., working with marketing and sales departments to create promotions, planning advertising campaigns, measuring the effectiveness and optimizing if need be.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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. | Does not know how to differentiate between tasks that need one's complete attention and those that work well with multi-tasking 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. | Shows other employees how to overcome or deal with their weaknesses in order to help them grow professionally and emotionally Takes on more work than one needs to and helps other employees with their work when one can | 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. | Uses same old data and processes that one always have used thus ends up making poor decisions Lacks the knowledge to understand when something that worked in the past will not work in the current situation or in the future | 1 |
| 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. | Is too critical and neglects to provide employees with any constructive advice on how to improve on the weak areas Is not aware of the ways in which one's own behavior may unconsciously punish good behavior and reinforce poor performance | 1 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Ensures both genders respect each other and maintains clear boundaries Keeps the company culture alive by respecting the dress code | 2 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Maintains the highest levels of personal integrity that make them admirable Can be relied upon to handle urgent tasks that no one wants to handle | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Not as experienced and knowledgeable as shown in the application Lacks planning skills, therefore, does every task without a viable plan | 1 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Has difficulty managing and organizing different tasks, thus, produces unreliable output frequently Is too tolerant of errors and always falls short of the mark in terms of accuracy and quality | 1 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Reads employees emails but does not notify them of the policy that allows their emails to be read Continues monitoring and recording employees phone conversations even when they realize they are making a personal call | 1 |
| ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently. | Does not take the initiative to start new projects, create new opportunities or pitch new solutions for the company Takes up too many tasks or projects but assigns little time for them thus ends up submitting work done poorly | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| MULTI-TASKING: What effect does handling many things simultaneously have on you? When is the last time this happened? What is the most difficult multi-tasking experience you have ever had? What did you do and what was the outcome? | [employee comments] |
| INSPIRING OTHERS: What have you done to make other employees feel cared for and to earn trust from them? Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do? | [employee comments] |
| DECISION MAKING: Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened? What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it? | [employee comments] |
| PERFORMANCE MANAGEMENT: Describe a time when you have been required to explain a negative performance review to an employee. How did you prepare and what was the response? Can you describe an occasion when you have encountered problems when managing performance? How did you overcome these problems? | [employee comments] |
| APPEARANCE AND GROOMING: Are you introducing a good or bad example to other employees who are watching you? Have you taken into consideration the feedback you have received from your peers and staff? | [employee comments] |
| DEPENDABILITY: Are you trustworthy to handle the tasks given without passing them on to others? Are your work results and your reliability in harmony and dos your record show that? | [employee comments] |
| INITIATIVE: Have you sighted any improvement from the last evaluation season? Do you have the ability to plan your personal goals and accomplish them? | [employee comments] |
| ATTENTION TO DETAIL: Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it? Have you ever needed to persuade your supervisor or someone above you that they had made a mistake? How did the situation turn out? | [employee comments] |
| MONITORING OTHERS: What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping? Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why? | [employee comments] |
| ROLE AWARENESS: What things have you done to improve your knowledge of your position in the company? How has this benefited the company? Explain how your department has benefited from employees being more aware of their roles. How has this benefited the company at large? | [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: |