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

A Senior Art Director is liable for execution and delivering high-quality creative materials that are presented in magazines, newspapers, product packaging, movies, television productions, etc. This position creates the final design and direct others to develop the artwork or layouts.

The primary roles include determining how best to present concepts visually, developing an overall look or style of publication, an advertising campaign, determining which art elements would be used, supervising all design staff, reviewing and approving designs, artwork, graphics, and photographs developed by staff members, presenting designs to clients for approval, developing detailed budgets and timelines, coordinating activities with other artistic or creative departments, talking to clients to develop an artistic strategy and technique.

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

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Unwilling to work with others or help them accomplish their goals

Does not consult anyone before setting goals ending up working on the least important tasks first

1

CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions.

Takes calculated risks on the understanding of technology and how to use it

Expert at taking creative ideas and changing them into workable solutions

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Makes long to-do lists thus gets overwhelmed and too overloaded with work

Does not take time to freshen up even when one starts to feel drained and mentally overworked

1

PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value.

Underestimates completion time for the goals thus gets frustrated when things take more time to achieve than expected

Sets "negative" goals, which makes one lose motivation needed to accomplish them easily

1

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.

Knows what has to be done and what should not be done

Seeks assistance to solve a problem quickly and avoids lagging behind

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.

Makes good strategic decisions, looks for good opportunities and makes efforts to overcome competition

Gathers information about what consumers want and makes efforts to make it available

2

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Fails to eliminate steps that do not add value to a process and hardly optimizes the steps that add value

Does not demonstrate willingness to learn new procedures and hardly encourages others to undergo training on new procedures

1

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Demonstrates little understanding on how to use data reduction and synthesis methods to understand the patterns in data

Rarely applies logic and reason when determining the merits of an argument and often draws conclusions from illogical arguments

1

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Demonstrates inability to identify more important tasks first and focuses more on quantity than quality

Hardly creates a routine and fails to get repetitive tasks done efficiently

1

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Makes little attempts to apply skills learned in training session to advance skill set and career

Constantly fails to prepare for training sessions ahead of time

1

Self Evaluation

Self Evaluation Question

Employee Comments

DEVELOPING OTHERS:

Do you consult the rest of the management before you make decisions?

Does the management count on you to deliver profitability in the business?

[employee comments]
CREATIVITY:

Do you encourage your workmates to think creatively and enact the creativity in their daily work?

Are you interested in becoming better in your creative skills?

[employee comments]
HANDLING STRESS:

Can you describe a situation at work that really stressed you out to the maximum? How did you handle it?

Describe a time when your project was faced with a situation that was not anticipated. How did you handle it?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have involved other employees in developing your goals? Give an example

Describe a time when you have missed an important project deadline due to poor planning. What did you do?

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

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

[employee comments]
BUSINESS TREND AWARENESS:

Can you think of any business trends that you predicted accurately?

What efforts are you making to overcome competition and what strategies are you using to get new opportunities?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to implement parallel processing of related processes?

How often do you use existing benchmarks to complete processes in accordance with the set standards?

[employee comments]
RESEARCH:

What are you doing to improve your understanding of how to use data reduction and synthesis methods?

How often do you employ logic and reason when determining the merits of an argument?

[employee comments]
SCHEDULING:

What are you doing to create a balance between quality and quantity when scheduling tasks?

How often do you balance work and life and how often do you schedule time for non-work related activities?

[employee comments]
TRAINING OTHERS:

How often do you encourage team members to take part in training sessions?

What efforts are you making to attend important training sessions?

[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: