Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an editorial art director. Find the right words with quality phrases.
An Editorial Art Director is responsible for overseeing the presenting of the visual artistic life with the words used in displaying their artistic styles to the customers. Art can be expressed in many ways including video, audio, photography and design. This position is for those who show their artistic side with the use of words ensuring they capture the audience they intend to.
Duties for this position include, developing the overall look or style of a publication, determining how to present a concept on paper with designs that fit the particular art, supervise editorial staff, review and approve different editorial designs, talk to clients about the artistic approach and the styles that can be used, coordinating activities with other artists to create new impressions.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Interrupts others when they are expressing their views and opinions. Appears to be defensive when the other person vents negative feelings. | 1 |
| DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one. | Sets a date for a review period where one can examine a decision and improve upon it 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 |
| 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. | Has little persistence in working with others to meet goals Takes the management very lightly and does not respect others | 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 Wastes a lot of time merely reacting to life rather than facing things head on and planning in advance | 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. | Uses technical tools that assist in delivering work more quickly 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. | Attends conferences, takes part in local events and signs up for training sessions that present networking opportunities with other professionals Attends many live events to get the attention of clients and prospects | 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. | Does not bother to implement parallel processing aimed at improving efficiency of processes Rarely attends think tank and ideation sessions that can assist in learning more ideas that can improve processes | 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. | Hardly bothers to look for better and new ways to approach problems Hardly bothers to improve future research methods based on current feedback | 1 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Constantly fails to employ the best practices and standards when scheduling projects Schedules unrealistic amount of work that cannot be completed within the available time | 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 Shows little willingness to attend training sessions and misses most training sessions | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: Have you ever been interrupted by a speaker in the middle of a conversation? Do you in most cases ask relevant questions when having a conversation? | [employee comments] |
| DECISION MAKING: Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process? 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] |
| POTENTIAL FOR ADVANCEMENT: Do you fully commit yourself to serve your company and do your best? What measures are you meaning to use to become better in executing your duties? | [employee comments] |
| PROJECT AND GOAL FOCUS: How do you communicate your goals to other members of the team? Give an example How do you keep track of your project to make sure everything is in order? | [employee comments] |
| TIME MANAGEMENT: Were there any instances where you felt that you took more time to get work done than other times? Is there a time you had to seek assistance from another person to solve a problem quickly? | [employee comments] |
| BUSINESS TREND AWARENESS: Can you think of any business trends that you predicted accurately? What strategies are you using to survey your competitors and are you noticing any results? | [employee comments] |
| PROCESS IMPROVEMENT: Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made? How often do you use existing benchmarks to complete processes in accordance with the set standards? | [employee comments] |
| RESEARCH: Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation? What efforts are you making to improve your critical thinking skills when examining the validity and truth of arguments? | [employee comments] |
| SCHEDULING: What are you doing to identify and prioritize more important tasks? Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation? | [employee comments] |
| TRAINING OTHERS: What efforts are you making to apply skills learnt in training session to advance your skill set and career? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [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: |