Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a news director. Find the right words with quality phrases.
A News Director is liable for leading and managing the planning, production, and presentation of news while supervising the news department staff.
The principal duties of this position include directing the activities of the press staff to develop story ideas track issues and events, selecting reporters to run the coverage, schedule accounts for publication and schedule time for interviewing, writing and publishing, serving as a primary editor to ensure that news reports are produced in an efficient, timely and responsible manner, acting as a proactive liaison to various in-house and external constituencies to advance the station's news programming, contributing content to the news team on a regular basis, setting goals and monitoring performance of new personnel, seeking opportunities to improve public contact to help ascertain public needs.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| TALENT MANAGEMENT: Talent Management is the shift that is used when hiring, training, and retention of the most skilled and superior employees available in the job market. | Fails to hold employees to a standard that expects them to be responsible for their work Engages employees in objectives by creating an environment of integrity, trust, and responsibility | 1 |
| EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally. | Helps those who require assistance without checking their age, race, color or position Respects the opinions of others without interfering, using what is beneficial only | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Pretends to know everything and doesn't bother to ask questions about the work when one doesn't understand some aspects of it Does not describe what one is looking for in people and what is expected of them during the evaluation process | 1 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Does not fulfill commitments made to other employees, supervisors, peers and customers Pretends to know everything and does not let other employees know when one does not know how to go about doing something | 1 |
| BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times. | Observes expectations, values, and standards regarding honesty, fairness, and integrity Frequently uses honest data, figures, and facts to support conclusions | 2 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Attends conferences, takes part in local events and signs up for training sessions that present networking opportunities with other professionals Looks for more information that can assist in understanding the current market trends | 2 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Rarely follows up with existing customers, prospects, and business alliances Lacks determination and does not set clear goals when executing ideas | 1 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Shows unwillingness to understand individuals and groups with different cultural practices and beliefs Hardly understands people with diverse cultural backgrounds and does not bother to provide a cohesive environment for everyone | 1 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Ignores the perspectives of customers and vendors and thereby fails to meet their expectations Fails to map existing processes and does not utilize existing business process models when attempting to capture complex scenarios | 1 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Puts little effort to encourage colleagues to utilize the power of virtual workplaces to save time and money Does little to advocate for the implementation of virtual reality techniques to improve training and engagement | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TALENT MANAGEMENT: What have you done to keep talented employees within your company? How has this benefited the company? Is there a time when you have faced a problem with the hiring managers regarding the recruiting process? What was the problem and how did you fix it? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you have weaknesses that showcase as you deal with others? Are you accommodating to other people who are of a different race, age or color? | [employee comments] |
| EVALUATING OTHERS: Is there a time when you have not been honest when giving feedback? If yes, why is that? How do you think a company benefits from regularly evaluating its employees? | [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] |
| BUSINESS ETHICS: What are your views on fairness, equality, respect, integrity and honesty? What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty? | [employee comments] |
| BUSINESS TREND AWARENESS: What strategies are you using to get the latest information about current trends? What efforts are you making to know what customers want? | [employee comments] |
| ENTREPRENEURIAL THINKING: Can you think of a situation where you became sidetracked from your venture? How did you correct the situation? Are you making any efforts to become more determined to take risks? | [employee comments] |
| INTERCULTURAL COMPETENCE: Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake? How often do you encourage others to show respect to people with diverse cultural backgrounds? | [employee comments] |
| PROCESS IMPROVEMENT: How often do you encourage colleagues to undergo training on new procedures? How often do you eliminate steps that are of no value in a process? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: What efforts are you making to implement the use of virtual reality techniques to improve training and engagement? What are you doing to encourage more colleagues to participate in online tech communities where individuals share technology ideas? | [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: |