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

An Advertising Art Director is responsible for designing the visual side of all the advertising operations for all brands of media including film, TV, print or web as well as producing art layouts through the use of art concepts.

The primary duties are keeping customers informed by reviewing illustrative material for presentation, accomplishing art department work through orientation, training, assignments and coaching employees, meeting the required architecture standards by following production, productivity, quality and customer service standards, identifying and implementing work process improvements, meeting the skill cost standards by monitoring expenses, implementing cost saving actions, formulating art concepts through thorough supervision of executing layout designs, selecting and securing illustrative material by expressing basic layout design concept.

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

LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained.

Does not know how to give feedback and asks irrelevant questions.

Criticizes other people's way of delivering their content or views.

1

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Defines ambitious but realistic goals and accomplishes them while meeting performance and quality standards

Initiates collaboration with other employees, shares all relevant information with them when performing a task, and assists them in setting goals

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.

Shows the unwillingness to involve others who have the relevant experience, knowledge, and expertise in the decision-making process

Does not know when to start a decision-making process without all the right information or when to wait for more advice

1

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Views the "feedback meeting" as an opportunity to vent, rather than a time to discuss a specific issue and help the person improve in the future

Gives feedback that contains an implied threat and that makes a person feel as if their job is in jeopardy

1

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.

Shows great confidence in the ability to execute daily tasks

Displays a high degree of tenacity in working with the teams to deliver quality work

2

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.

Solves even the worst conflict in the workplace that no one dares to handle

Always has a fresh viewpoint to any problem that presents itself

2

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Sets very unrealistic goals which are not fulfilled or realized

Jumps from one project to another without reaching any set goals or accomplishing set targets

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

Does not identify the next action for each goal thus fails to initiate or maintain the required momentum

1

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.

Ignores the perspectives of customers and vendors and thereby fails to meet their expectations

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

1

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

Does not acknowledge the importance of training and hardly concentrates during training sessions

Lacks the interest to learn new skills and has a negative attitude towards complex training sessions

1

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

How well do you assert your opinions and views when having a conversation with someone?

How well do you receive and apply the instructions given out?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
DECISION MAKING:

Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome?

What techniques have you used at work to ensure that decisions you make are correct and effective?

[employee comments]
GIVING FEEDBACK:

How have you handled an employee whose work is not up to the company's expectations?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Do you rely on personal knowledge or do you get more knowledge from others?

[employee comments]
CREATIVITY:

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

Are you motivated to do better every time you give a workable solution to a challenge?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you carefully consider the feedback from the management or do you overlook it?

Do you accept positive criticism that is meant to help you improve your expertise?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have missed goals? What were those goals and why did you miss them?

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

[employee comments]
PROCESS IMPROVEMENT:

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

How often do you attend think tank and ideation sessions to learn new ideas on improving processes?

[employee comments]
TRAINING OTHERS:

What efforts are you making to apply skills learnt in training session to advance your skill set and career?

How often do you encourage team members to share concepts learned in 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:

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