Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a deputy art director. Find the right words with quality phrases.
A Deputy Art Director is responsible for supervising videographers, designers and photographers a well as reviewing the freelancer's portfolios. This position is primarily based on experience and judgment to plan and accomplish the set goals.
The essential duties of this post include helping in planning and executing art, design and other visual elements in newspapers, books, magazines, websites, advertisements and any other printed and digital visual communications, collaborating with other artists and designers to deliver quality work to the leading art director, taking orders on the visual direction of projects, helping with choosing what photographs and artwork should be used in publications or shows.
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 |
|---|---|---|
| DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution. | Judges a difficult person as right or wrong immediately without first putting oneself in their place Does not know how to choose own battles; confronts difficult individuals with pride even when one knows they are not going to win the argument | 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. | Listens to counsel regarding set goals and lays down the best strategies to meet them Sets high challenging yet realistic goals that all employees can meet | 2 |
| FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance. | Micromanages assignments allowing little or no deviation to help complete tasks quickly Late in executing new plans or projects, therefore, late deliveries | 1 |
| EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling. | Is egoistic and often keeps distance from co-workers; does not show willingness to mingle with other members of the team Ignores and hides the emotional content in a conversation with colleagues making them not to open up fully | 1 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Maintains the ability to make good decisions and exercise sound judgment during difficult or stressful situations Remains confident, energized and enthusiastic in the face of very challenging and prolonged work demands | 2 |
| 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. | Regularly checks the progress of own goals in order to stay on track and know whether or not to tweak own actions Interacts with people with similar goals in order to get new ideas on how to effectively achieve own goals | 2 |
| QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks. | Allows oneself to be distracted when performing a task that needs full concentration thus produces substandard work Does not communicate the importance of high standards to suppliers or check their products for quality | 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. | Always attempts to do unrealistic amount of work rather than delegating some task to other employees Allows tasks to pile-up, rushes in the last-minute, and ends up falling behind others | 1 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Spends most of the available time engaging in activities and thoughts that do not produce results 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. | Hardly encourages team members to take part in training sessions Rarely encourages team members to share concepts learned in training sessions | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DEALING WITH DIFFICULT PEOPLE: Is there a time when you have had to deal with a difficult person at work? What was the problem? How did you go about it? How would you deal with a team member in your group who constantly talks more than all the others? Is there a time when this ha happened at work? | [employee comments] |
| DEVELOPING OTHERS: Are you reliable to train and coach the employees to produce a better workforce? Are you interested in the growth and development of the company? | [employee comments] |
| FLEXIBILITY: Are you adaptable to a new working environment with new people? Do you handle all tasks with the seriousness they deserve do you take some for granted? | [employee comments] |
| EMPATHY: Think of a time you had to address an angry client. How would you assess your role in diffusing the problem? Why is it important for employees to show empathy towards each other as well as towards their customers? | [employee comments] |
| SELF AWARENESS: Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues? Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that? | [employee comments] |
| PROJECT AND GOAL FOCUS: How many company goals have you achieved in the past six months? What approach did you take to reach them? Describe a time when you have missed an important project deadline due to poor planning. What did you do? | [employee comments] |
| QUALITY MANAGEMENT: How have you helped your team members produce quality work? How has this improved the overall productivity of the team? How do you keep track of your projects to ensure that each milestone meets the agreed quality standards? | [employee comments] |
| TIME MANAGEMENT: Can you point out the things distracted you from delivering work on time? How do you react when you realize that time is running out and you are yet to finish a project? | [employee comments] |
| SCHEDULING: What efforts are you making to update your list of activities and track project schedules? How often do you create a routine to get repetitive tasks done more efficiently? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? 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: |