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

An Advertising Copy Writer generates words, slogans, catch phrases, and messages for advertising campaigns by producing a written copy. He/she conceives, develops and creates advertising campaigns by writing text for web advertising and also scripts for TV commercials and radio jingles.

Various responsibilities include liaising with the art director to develop creative ideas; writing an original copy that is clear and persuasive; proofreading the text to check grammar and spelling; revising ad campaigns according to the feedback from the client; discussing the requirements of the clients, target audience and core messages with the account executives; familiarizing with the client's products, target audience and the activities of the competitors; monitoring if the advertising campaigns are effective; overseeing the ad campaign to completion as well as liaising with photographers, printers, designers and illustrators.

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

WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication.

Writing overly long sentences something that creates a boring reading atmosphere for the reader.

Does not do any thorough counterchecking to rectify the various writing errors such as spelling mistakes.

1

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Includes details and straightforward instructions in order to avoid most communication gaps and allow tasks to be executed effectively

Asks the person assigned the task to paraphrase the assignment or request in their own words to make sure that they understand what they are supposed to do

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

Lacks patience and expects things to happen right away and gets frustrated when they don't

1

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

Is satisfied with one's way of thinking and solving problems and does not see the need to improve by reading or asking colleagues for advice

Is unable to identify the relationship between the information and the context thus works only from own assumptions about the information

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.

Shares high-level objectives with team members in order to ensure that each individual is in alignment with the company's vision and mission

Sets realistic goals, believes that one can achieve them, and eliminates negative thoughts that can bring one down

2

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.

Takes the time to go over own weekly plans in order to know what is due and to avoid surprising appointments

Gets rid of non-essential items or stores them away in order to make own workspace more productive and functional

2

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Does not inform the client or key personnel involved when the project is facing problems such as production delays

Fails to develop contingencies in the event of potential risks and does not work to propose possible solutions

1

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Does not allow enough time for tasks which makes one feel overwhelmed and increases chances of errors

Does not check the source of data before using it on projects thus sometimes makes serious mistakes

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Puts off important assignments for easier projects instead of prioritizing and completing the most urgent assignments first

Has trouble meeting tight deadlines and does not pay attention to the needs of other employees waiting for own work

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

Constantly fails to prepare for training sessions ahead of time

1

Self Evaluation

Self Evaluation Question

Employee Comments

WRITING SKILLS:

Do you get to draft or outline your writing first before you set out to write?

How many languages can you comfortably use in your writing?

[employee comments]
DELEGATION:

Can you describe a time when you have solved a major company problem due to an effective delegation of tasks?

Would you train a new employee to perform a certain task for you or would you prefer an employee who already has the required skills to handle the task? Why?

[employee comments]
ENTHUSIASM:

Can you think of a situation where you were intensely motivated? When were you bored?

Can you think of a time when you sought a colleague's idea or opinion when working on a new project?

[employee comments]
CONCEPTUAL THINKING:

Describe a problem you were solving where you had to work with a concept that was abstract rather that tangible and concrete. What was the outcome?

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]
GOAL AND OBJECTIVE SETTING:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
ORGANIZATIONAL SKILLS:

Give a specific example of a project you have done that perfectly describes your organizational skills. How did you go about it?

How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks?

[employee comments]
PROJECT MANAGEMENT:

How do you motivate your project team and communicate with the stakeholders? How has this contributed to the success of your projects?

Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it?

[employee comments]
QUALITY OF WORK:

What do you think your company should do to fix some of the most common quality-related issues?

What are some of the tools that you have used to check for information accuracy before working on it?

[employee comments]
QUANTITY OF WORK:

Describe a time when you have had to adjust your working pattern in order to be more productive. How did this affect the quantity of work you produced?

Is there an instance when you have used shortcuts to get a job done? How did this affect your productivity?

[employee comments]
TRAINING OTHERS:

What are you doing to learn new skills and to develop a positive attitude towards complex training sessions?

What efforts are you making to attend important 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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