Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for an advertising art director.

An Advertising Art Director is responsible for designing the visual side of all the advertising operations for all brands of media including film, TV, print or web as well as producing art layouts through the use of art concepts.

The primary duties are keeping customers informed by reviewing illustrative material for presentation, accomplishing art department work through orientation, training, assignments and coaching employees, meeting the required architecture standards by following production, productivity, quality and customer service standards, identifying and implementing work process improvements, meeting the skill cost standards by monitoring expenses, implementing cost saving actions, formulating art concepts through thorough supervision of executing layout designs, selecting and securing illustrative material by expressing basic layout design concept.

Employee Performance Goals Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:


  1. Setting Goals: List specific goals in the space provided below each competency under "Performance Goals". Assign an appropriate timeline for each goal as well as numeric or financial terms to measure the goal.
  2. Employee Comments: The employee must comment next to each goal under "Employee Comments" with "Okay" for goals which he/she feels comfortable working with, and "Needs Clarification" for goals which he/she believes need to be discussed further. An employee who is comfortable with all the goals can sign the goals at this stage.
  3. Summary: Give a summary of the total time estimated for the employee to have achieved the goals. State action plans and specific milestones to track the goals. Any additional comments agreed between the employee and the supervisor should be noted here.
  4. Human Resources Review: Human resources personnel must confirm that the goals are specific, measurable, achievable, relevant, and time-bound. He/she must then sign the goals in the "Human Resource" section provided under "Signatures".
  5. Signatures: When discussion of the goals has been completed and consensus has been reached, sign the goals and let the employee sign too. Send the final copy to the human resources for inclusion in the employee's professional records.

Performance Goals for Next Period

Performance Goals

Employee Comments


Maintain a calm and composed attitude when someone is venting negative feelings and emotions

Learn to give constructive feedback when called upon to do so

[employee comments goal]

Stay aware of the company objectives and monitor current trends and developments that may affect implementation of its programs and plans

Manage compliance, ethical and other issues in order to protect the company's reputation and respect its obligations

[employee comments goal]

Search for data that sheds some light on the issue at hand and ask for help to evaluate the objectivity and completeness of the data

Think through the best people one should involve in the decision-making process in order to avoid making poor decisions

[employee comments goal]

Mention an activity which the person did that deserves recognition before mentioning areas that he/she needs to improve on

Recognize the efforts and behavior of the employee and encourage him/her to keep the same attitude towards his/her work

[employee comments goal]

Consult with management as much to ensure unity in executing of duties

Train workers to embrace their work as their very own

[employee comments goal]

Plan company days where each employee can showcase their creativity in different ways

Do not underestimate any idea even when they are not appropriate

[employee comments goal]

Use your strength to meet the set objectives and grow your career

Go for coaching or training every time the business provides it

[employee comments goal]

Find a mentor or a good friend to take on the role of motivator, check own progress and hold one accountable

Divide own goals into urgent and important in order to know which ones need more focus

[employee comments goal]

Simulate processes and observe processes in action in order to identify points at which improvements can be made

Eliminate steps that do not add value to a process and optimize the steps that add value to a process

[employee comments goal]

Take advantage of training sessions to advance skill set and career

Develop a positive attitude towards complex training sessions and show more willingness to learn new skills

[employee comments goal]


Sections 1-2: To be completed by the supervisor

Section 3: To be completed by the employee

1. Goals completed since last performance feedback

2. Goals for next period

3. Employee comments


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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