PERFORMANCE REVIEW FORM

Transcription

1 PERFORANCE REVIEW FOR Employee Name: Jaime Krupnick Current Job Title: Coordinator, Special Events Division/Department: T/arketing Reviewer: Craig Smith Review anager: Robert Oswaks Period: SECTION 1 SKILL SETS Rate each individual skill based on the two scales below: your assessment of the importance of the skill to the employee s job and your assessment of the employee s performance level. Keep in mind key accomplishments, quality and quantity of work achieved, changes to responsibilities and feedback from others. Importance Weight Scale: IG EDIU A crucial part of the employee s job responsibilities. It is of primary importance to achieving expected results. Although it is an important part of the employee s job responsibilities it is not as critical to achieving expected results. LOW L This is not one of the employee s primary areas of focus. owever, total neglect of it is unacceptable. Levels: Exceptional is consistently above requirements and regularly exceeds expectations. Peers and management recognize employee s exceptional performance. Solid is solid and consistent and may sometimes go above and beyond to exceed expectations. Development ode D sometimes falls below the minimum requirements and needs to improve or to develop. ust Progress P is generally unacceptable. Employees with ratings in this category must make immediate and sustained improvement to their level of performance. Please rate each statement separately using both the Importance Scale and the Levels: Importance Scale: = igh = edium L = Low Levels: = Exceptional D = Development ode INDIVIDUAL SKILLS (Complete this section for all employees) = Solid P = ust Progress 1. JOB KNOWLEDGE & EXECUTION Importance Demonstrates skills required for the position. Performs effectively under work deadlines. Organizes and structures assignments and resources effectively. Improves work processes and/or performance. 1

2 Achieves expected results. 2. COUNICATION Importance Prepares written materials that are accurate, clear and complete. Listens respectfully. Seeks clarification, as necessary. Keeps the appropriate people informed by providing timely and accurate information about the right matters. Presents verbal information in a clear and concise manner. 3. BUILDING RELATIONSIPS Presents self in a professional manner. Treats others with respect. Contributes to an environment where people feel appreciated and recognized for their contributions. anages conflicts constructively. States own opinion yet supports the final decision. Develops effective working relationship with immediate supervisor. Develops effective working relationships with internal and external contacts. Provides high quality customer / client service. 4. DEVELOPENT OF SELF & OTERS Seeks specific and timely feedback. Addresses current gaps to develop job skills. Assumes responsibility for job / professional development. Serves as a mentor and/or advisor to others by passing on expertise and lessons learned. 5. ACCOUNTABILITY Acknowledges commitments and communicates status to ensure that expected results are achieved. Seeks clearly defined performance standards against which results will be measured. Accepts responsibility for own actions. Represents team throughout the organization and gains support from those who can impact its success. Respects corporate resources. Understands goals, expectations, and accountabilities of supervisor. Demonstrates consistency between words and actions. 6. PROBLE SOLVING Identifies accurately the sources of problem. Presents solutions to problems including the pros and cons of possible courses of action. Analyzes relevant data before committing to a plan of action. 2

3 akes timely decisions based on all information available. Focuses on details while keeping the big picture in mind. 7. DARTENT / DIVISION ECIFIC SKILLS (Optional) Please include any essential job specific skills not covered on this form. Importance ANAGEENT SKILLS (Individuals who are responsible for at least one of the following tasks: writing/conducting performance reviews, overseeing projects/tasks for one or more employees, hiring and/or terminating employment, budget approval authority.) For anager section only, use Non-Applicable (N/A) where appropriate. 1. ANAGING PEOPLE Importance Provides training and developmental assignments as appropriate. Recognizes and/or rewards others for their contributions and commitment. elps others to learn from their experience to recognize opportunities or to avoid repeating mistakes. ires and promotes qualified staff to meet objectives of the department while contributing to E s development of a diverse workforce. Communicates performance expectations/standards clearly. Provides helpful feedback so others know how they are doing. Conducts periodic performance reviews. 2. ANAGING WORK FLOW Delegates responsibility for results in a way that makes best use of other s talents and interests. Assigns tasks and deadlines effectively. anages company resources appropriately. Exercises proper oversight of work assignments so as not to abdicate responsibility for results. 3. DARTENT / DIVISION ECIFIC SKILLS (Optional) Please include any additional management skills not covered in this form. SECTION 2 SKILL SETS COENTS Please include comments that would further clarify the ratings listed above. Reference key achievements, other work achieved or not, and feedback from others. Use examples. Jaime successfully oversaw the logistics and planning of several high profile events last year: 3

4 T arketing Quarterly eetings T/TI Client Screenings The Guardian Press and Show events Wheel of Fortune/Jeopardy! Wrap Parties TI LA Screenings on the Sony Studios lot T/TI Corporate Sales Retreats TCA PYRAID Press Event RTS luncheons Assisted in creating a gift database for T/TI Corporate gifts Jaime s incredible people skills and excellent problem solving abilities assisted T Publicity in handling talent at various press events (i.e. TCA) and T arketing in promotional events (i.e. Pyramid all Tour). Jaime interviews, oversees and manages all temporary staff and interns in the special events department and at our events. In addition, the office of the President (Steve osko) has used Jaime s exceptional organizational skills to assist them in scheduling and handling of appointments and meetings. She communicates with top SONY and industry executives in a professional and hospitable manner on a daily basis. SECTION 3 DEVELOPENT PLANNING Identify skills, knowledge and experiences to enhance current performance and/or prepare for potential future opportunities. Identify development opportunities. Consider such things as internal training courses, special projects, and independent study. Internal Training Courses: People to People Communication Seven abits of ighly Effective People External Training Courses: Classes in Event anagement, Event & Strategic arketing, Public Relations & Culinary courses Special Event Trade Shows: TS2 The Trade Show About Trade Shows (Need to know what Learning Opportunities courses are offered internally? Click here: Section 4 Employee Comments Employee: I have reviewed this performance review form. Employee Signature anager s Signature 4

5 Reviewer s Signature (if other than anager) Revised