Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an advertising writer. Find the right words with quality phrases.
An Advertising Writer has the primary responsibility of writing content for advertisements for different media such as TV, radio, and print using different formats. He/she has the duty to interpret account briefs and compose content such as catchphrases, tweets, slogans, TV scripts and radio adverts.
Other associated duties include producing clear and original messages and scripts to present to clients or colleagues; finding out more about the client, target audience and the competitors; liaising with other team members and the client to evaluate the advertising requirements; revising the ad copy depending on the feedback; monitoring the effectiveness of the ad campaign and may supervise junior staff from time to time.
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 |
|---|---|---|
| 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. | Uses complicated and hard words excessively while writing hence creating a boring atmosphere to the reader. Starts writing without first drafting the ideas down and modifying it. | 1 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Recognizes other people's ideas and abilities by demonstrating trust in them. Encourages others to appreciate and use their skills and abilities in the right way. | 2 |
| 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. | Delegates too much at one time and does not give enough time for the person handling the task to complete it effectively Accepts partially finished work, which puts one is a position of redoing the work | 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. | Uses a work area that is a giant mess making it impossible to find information required on time Assumes a wait and see approach on every project without taking any action | 1 |
| 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. | Makes a list of all the good things in one's own life and uses it a boost whenever in need of an emotional boost Always on the lookout to help colleagues who are in need even if it's just with a kind word or a friendly smile | 2 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Identifies and shares with other employees short-term strategies to overcome problems or take advantage of opportunities Anticipates, understands and acts upon the forces that will help improve one's working environment | 2 |
| 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 Is unable to control one's emotions and is always picking fights with fellow colleagues and customers | 1 |
| LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees. | Does not take the time to analyze the company's strengths and weaknesses or come up with ways to help it grow Does not integrate the company's long-range goals into the budgeting process thus creates inevitable conflict between the company's goals and its day-to-day finances | 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. | Often focuses on the small mistakes at work and misses out on the most important things that one needs to do 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 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Does not exert the consistent effort needed to meet own goals; sees own output slipping but does nothing about it Takes inappropriate and reckless shortcuts when performing tasks thus often needs to redo own work | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| WRITING SKILLS: How do you receive feedback and do you set yourself to apply the ones you feel are beneficial to your writing? How many languages can you comfortably use in your writing? | [employee comments] |
| INNOVATION: Give an instance that you had to fall on your plan B when things did not work out as intended? Do you delegate work and how has it benefitted you as an individual? | [employee comments] |
| DELEGATION: Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it? How do you make a decision to delegate work? How do you choose the appropriate employee to handle a certain task? | [employee comments] |
| PLANNING AND SCHEDULING: Do your planning skills need improvement or are they ready to go? What area can you help in the scheduling of time and workload? | [employee comments] |
| ENTHUSIASM: Can you describe a time when you were totally lost in your work in a good way and time just flew by? 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] |
| 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] |
| PERSONAL DRIVE: Look back to when you were about seven years old. Is where you are now where you wanted to be? If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive? | [employee comments] |
| LONG RANGE PLANNING: Who do you involve when deciding on a long-range plan for your company and why? In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer | [employee comments] |
| ORGANIZATIONAL SKILLS: What are some of the tools that you have used to organize your tasks at work? Would you recommend these tools to other employees? 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] |
| QUANTITY OF WORK: What are some of the factors you have considered when delegating tasks to your team members in order to increase their productivity? Describe a time when you had to focus all your attention and energy to get a project done. Did you meet the set productivity goals? | [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: |