Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a television news anchor (tv news anchor). Find the right words with quality phrases.
A Television News Anchor (TV News Anchor) is liable for delivering news stories to the broadcasting station's audience. This post is also known as newscasters, new analysts or news anchors.
The primary duties of this post are broadcasting news stories, doing onsite reporting, gather information and write new stories, editing and rewriting news stories to ensure they are accurate and fit within the time and space allotments, research current events happening in the local community and state as well as international, determine which stories are worth reporting, organizing stories so they can start with the most pertinent pieces first, introduce news correspondent that are reporting on the scene, ask relevant questions that the public may need to know, engaging the community in commentary about various issues, conducting interviews.
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 |
|---|---|---|
| ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit. | Rarely consults when something in the workplace is not in order. Manages time in an improper way leading to work piling up overtime. | 1 |
| URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency. | Keeps meetings short and to the point, while capturing key agendas. Shows and maintains a calm, alert, and sober attitude when working under high pressure. | 2 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Does not know how to give feedback to other people and is not ready to receive feedback when given. Not ready to listen to other people's ideas and does not support them in any way. | 1 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Sets goals but does not know how to come up with a good plan to accomplish those goals Is not able to speak up concisely and clearly or use body language that shows confidence when communicating ideas with team members or own bosses | 1 |
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Thanks group members for their active contribution and makes sure to start a Thank You comment with a positive reinforcement Arrives at the meetings early in order to create a warm environment and show others that one is serious and ready to discuss | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Very compassionate and listens to the client's concerns making them know they are heard Highly committed to maintaining punctuality that has contributed to a large extent to the overall success of the team | 2 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Does not appear to learn from previous mistakes thus keeps repeating them Always talks about others creating an environment that is not trustworthy | 1 |
| 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 |
| 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. | Agrees to a deadline that one knows is unattainable thus ends up unsatisfying the person who assigned the project and ruins own reputation Does not know how to improve own concentration when one is faced with distractions | 1 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Does not keep employees motivated by recognizing their hard work thus experiences a high employee turnover Sets unrealistic goals that are highly unachievable thus ends up wasting plenty of the company's time and resources | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Do you feel that you follow all the rules and regulations to the letter? Is there teamwork in the organization? How do teams perform when assigned tasks and projects to handle? | [employee comments] |
| URGENCY: How can you rate yourself regarding responding to work related duties? Have you worked overtime in a bid to finish any urgent matter? If yes, how was the feeling? | [employee comments] |
| INNOVATION: What is the worst decision you had ever made when you were trying to solve a particular problem? How well do you work with a group or team to come up with innovative ideas? | [employee comments] |
| KNOWLEDGE OF JOB: What steps have you taken in the past to adjust your style when it was not meeting a project's expectations? What is the most difficult and challenging thing about your job? How do you handle it? | [employee comments] |
| FACILITATION: Is there a time when you have faced challenges when coordinating a group? How did you overcome the challenges? What are some of the methods you have used to solve conflicts in your group? | [employee comments] |
| INITIATIVE: Are you prepared to learn new skills and incorporate them into your work? Do you establish personal priorities to enable you to complete first tasks first? | [employee comments] |
| ORIENTATION TO WORK: How well do handle pressure and stress in the workplace? Are you a fast learner or you need something repeated over and over again for you to understand? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you carefully consider the feedback from the management or do you overlook it? Do you pay careful attention to coaching and implement it in your work? | [employee comments] |
| DEADLINES - ON TIME: You are currently working on a project that is due in a few hours. Your boss assigns you another project that is due at exactly the same time as the current one. What do you do to make sure that you meet both deadlines? Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success? | [employee comments] |
| RESOURCE USE: Describe a time when your company has experienced the highest employee turnover. What was the problem? What are some of the things that you have done to prevent high employee turnover? Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences? | [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: |