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

A brand ambassador has the overall responsibility of representing an organization in a good and respectable manner to enable the organizations to meet its goals and objectives. He or she will make use of his or her marketing skills to help promote the company and attract potential clients.

In addition to the overall duty he or she will also undertake the following roles; act as the company spokesperson, network and build trustworthy relationships with potential clients, assist the company in its marketing events, undertake marketing using old and new techniques, monitor competitors activities and report to the company and participate in online reviews for the company's products and services.

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

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.

Is not able to define and explain how own goals relate to the work of the company and its daily processes

Does not help other employees understand the strategic goals of the company and how their work relates to these

1

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Creates programs that are easy to implement for every employee without being cumbersome

Strictly follows and stays on plan while helping other coworkers do the same

2

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Is not creative and does not look for new and better ways to go about things

Always complains and grumbles whenever there is a team meeting

1

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Yells at colleagues when they give constructive criticism about one's job performance

Always takes on new challenges but does not create time to review one's own accomplishments

1

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Uses vivid diagrams, analogies, and other simple means of data presentation in order to help other colleagues understand complex new ideas

Identifies and creates new strategies that will fulfill the changing needs of the customers in the future

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Learns more about the company and makes an effort to understand the complete operation and production aspects in order to grow and develop as an employee

Looks for way to share credit with others; does not feel the need to hoard credit to prove one's worth

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Does not express concern for doing things better or producing quality work

Lacks confidentiality thus is not entrusted with sensitive information either by the manager or other employees

1

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Does not show respect and courtesy to team members, customers, and external agencies

Shows unwillingness to contribute suggestions that help solve company problems or conflicts among employees and team members

1

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Blames others when one fails to accomplish own goals rather than learning from the experience and looking for better ways to accomplish the remaining goals

Does not track the performance of team goals and therefore fails to identify team members who are lagging behind or those who are working hard

1

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Makes daily, weekly, or monthly to-do lists but does not stick to them thus often misses on important tasks

Trusts own memory to store all the commitments that one needs to meet instead of writing the commitments down in a planner or a diary

1

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

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]
PLANNING AND SCHEDULING:

Do you have all the tools to help you plan and schedule the company's affairs?

What help do you require to become better in your planning?

[employee comments]
ENTHUSIASM:

What are some of the career-related actions you took and you were pleased you took them? What pleases you about your actions?

Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done?

[employee comments]
SELF CONFIDENCE:

Is there someone who has contributed to your self-confidence? What did that person do to build up your feeling of self-worth?

What is one thing you do that makes you like yourself and your work?

[employee comments]
CONCEPTUAL THINKING:

Describe the most complex task you have ever accomplished. What information did you use when handling this task?

Give an example of a problem you solved when important facts were unavailable. What was the outcome? How was this problem affecting other employees?

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you felt your work was unmanageable and were unable to meet deadlines. What did you do about it?

Do you prefer working as part of a team or alone? Given a choice, what percentage of your time would you allocate to each?

[employee comments]
PERSONAL ACCOUNTABILITY:

Describe an occasion when you chose not to complete a task, for whatever reason. What happened?

Describe a time you reacted to pressure situations or short deadlines. How did you do it?

[employee comments]
PERSONAL DRIVE:

Look back to when you were about seven years old. Is where you are now where you wanted to be?

What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[employee comments]
ORGANIZATIONAL SKILLS:

Is there a time when your schedule was suddenly interrupted? What caused the interruption and how did you get your activities back on track?

Describe a time when you have missed an important commitment because you had not put it on schedule. What did you do?

[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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