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

An Editorial Art Director is responsible for overseeing the presenting of the visual artistic life with the words used in displaying their artistic styles to the customers. Art can be expressed in many ways including video, audio, photography and design. This position is for those who show their artistic side with the use of words ensuring they capture the audience they intend to.

Duties for this position include, developing the overall look or style of a publication, determining how to present a concept on paper with designs that fit the particular art, supervise editorial staff, review and approve different editorial designs, talk to clients about the artistic approach and the styles that can be used, coordinating activities with other artists to create new impressions.

Employee Performance Goals Sample

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

Instructions

  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

LISTENING SKILLS:

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

Always strive to ask and raise relevant questions and issues respectively during a conversation

[employee comments goal]
DECISION MAKING:

Invite an objective outsider to monitor team conversations, challenge assumptions and identify potential decision-making process pitfalls

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

[employee comments goal]
POTENTIAL FOR ADVANCEMENT:

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

Choose to become a valuable part of the company that gives results

[employee comments goal]
PROJECT AND GOAL FOCUS:

Narrow focus on a few goals at a time and focus all the effort on their completion

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

[employee comments goal]
TIME MANAGEMENT:

Get more training on effective time-management skills that speed up productivity

Learn new techniques and tricks that assist in improving speed

[employee comments goal]
BUSINESS TREND AWARENESS:

Pay special attention to new trends and implement change towards them

Develop effective strategies of surveying what customers want and put more effort into making it readily available

[employee comments goal]
PROCESS IMPROVEMENT:

Constantly use the existing benchmarks to complete processes in accordance with the set standards

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

[employee comments goal]
RESEARCH:

Put extra effort in communicating the purpose and outcomes of a research in a clear manner

Constantly use insight gained from existing feedback to improve research methods in the future

[employee comments goal]
SCHEDULING:

Set enough time for all the essential tasks and give more priority to essential tasks when scheduling

Learn to add some contingency time for unexpected events when scheduling tasks

[employee comments goal]
TRAINING OTHERS:

Participate in specialized training programs and seek for more specialized training opportunities

Apply skills learned in training session to advance skill set and career

[employee comments goal]

Summary

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

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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