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

An Advertising Sales Agent is liable for selling advertising reservation to businesses and individuals as well as contacting internal clients, making sales displays and maintaining customer accounts. This position is also known as advertising sales representatives

The primary responsibilities include, locating and contacting potential clients to offer advertising services, explaining to clients how particular types of advertising will help promote their products or services in the most easy way possible, providing clients with evaluations of the costs of advertising products or services, processing all correspondence and paperwork related to accounts, preparing and delivering sales presentations to new and existing clients, informing customers of available options for advertising art, formats or features as well as providing samples,

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

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.

Tells everyone what one is good at instead of letting one's actions speak for themselves

Does not lead by example; always does things quite the opposite of what everyone else expects

1

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Pays careful attention to important details when assessing and appraising an employee or staff

Takes actions that lead to marked improvements in the fulfillment of the employees

2

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

Is not trustworthy and does not keep promises; makes commitments or takes on projects but does not deliver

1

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Allows oneself to feel overwhelmed with the thought of completing a large project instead of breaking the project down into smaller, manageable tasks

Takes on too many tasks, which often leads to low morale, stress or poor performance

1

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Stays abreast of industry trends that help one perform own tasks faster and better and become more efficient

Uses appropriate tools to check and ensure that all parts of a task or project are complete before submission

2

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Completes tasks on time, avoids time wasters and establishes appropriate priorities

Follows proven time-management systems and appreciates that time is money

2

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Lacks enough understanding about the current market trends and does not make enough efforts to improve

Fails to attend conferences and rarely signs up for training sessions that present networking opportunities with other professionals

1

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Constantly fails to comply with the set standards, guidelines, and processes required to manage knowledge

Shows little understanding on how to use learning techniques and does not bother to check the experience of colleagues

1

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Does not show willingness to learn more about new technology fields

Does little to advocate for the implementation of virtual reality techniques to improve training and engagement

1

MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another.

Does not understand how to read machine prints and is unable to identify most symbols on drawings and blueprints

Demonstrates little willingness to learn how to read machine prints and diagrams

1

Self Evaluation

Self Evaluation Question

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?

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]
APPRAISAL AND EVALUATION SKILLS:

How do you balance quality and quantity in terms of the performance?

Do you concentrate so much on the negative and forget the positives?

[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?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[employee comments]
DEADLINES - ON TIME:

How do you handle distractions and interruptions at work? Is there a time when you were distracted when doing an important task? What did you do?

What are some of the things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines?

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team?

[employee comments]
TIME MANAGEMENT:

Are you able to distinguish between unimportant and important tasks when working on a project?

Do you keep a well-organized record of all the upcoming deadlines?

[employee comments]
BUSINESS TREND AWARENESS:

What strategies are you using to get the latest information about current trends?

What strategies are you using to survey your competitors and are you noticing any results?

[employee comments]
KNOWLEDGE MANAGEMENT:

Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation?

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[employee comments]
TECHNOLOGY TREND AWARENESS:

What efforts are you making to implement the use of virtual reality techniques to improve training and engagement?

What efforts are you making to get certifications in specialized technology fields?

[employee comments]
MECHANICAL SKILLS:

What efforts are you making to improve your ability to identify a wide range of symbols on drawings and blueprints?

How often do you rely on sketches, verbal instructions, and notes to complete project designs?

[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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