Susie Smith

The Job: Profit Center Manager

Describe and rank the employee’s current job responsibilities.

Implement marketing plans and roll out campaigns in a timely manner for achieving the PC’s revenue and targets.
Build Early 1 and other PC list to goal numbers
Developed JV relationship that are beneficial to the company
Create and implement daily, weekly and monthly scheduling of editorial and marketing
Work with copy team to develop break through promotions
Wok with customer service t ensure customer concerns are addressed and feed back is digested
Mentor employees to become more valuable to the company
Perform other duties as assigned by supervisor

Objectives from last review:

Monetize the list: 2 million
JV’s 2 per month, report on status
Create a process for managing the marketing efforts/time lines for ETR conferences
Segment within Early 1 and other lists to bring in incremental revenue

Part II.

Rating Level Definitions

5. Employee demonstrated outstanding performance for this job factor or job task.

4 Employee exceeded performance expectations for this job factor or job task.

3. Employee’s performance was acceptable for this job factor or job task.

2. Employee needs to improve performance on this job factor or job task.

1. Employee’s performance was unacceptable on this job factor or job task.

OVERALL RATING OF PERFORMANCE OBJECTIVES-TO BE COMPLETED BY SUPERVISOR

4 / Knowledge of Job- The understanding of basic fundamentals and procedures of the job.
4 / Quality of Work - Caliber of work. Consider accuracy, thoroughness, and thoughtfulness. Completes high quality work according to specifications. Thoroughly follows standards and procedures. Keeps complete records. Pays attention to details. Has a strong sense of quality and how to achieve it in everything they do.
4 / Quantity of Work - The employee has demonstrated results regarding the effectiveness in meeting deadlines, schedules, and assignments. Completes assignments on time. Achieves conclusive, measurable results. Maintains control and pace of work regardless of pressure or stress of working environment.
4 / Planning – Demonstrated performance in determining priorities, organization, scheduling activities, and determining appropriate course of action. Anticipates needs, forecasts results, analyzes and arranges work processes, establishes priorities and sets goals.
4 / Innovation – Initiative is taken to introduce new ideas or courses of action. Is the employee a self-starter?
4 / Communication – Effectively communicates with others to ensure understanding through listening, oral, and written communication. Interacts effectively with individuals and groups; demonstrates tact and respect for others. Shares needed information in a timely fashion.
5 / Dependability – Consistently counted on to get the job done and exhibits sound judgment. Others can depend on them. When agreements cannot be kept, re–negotiates ahead of time. When agreements are broken, acknowledge and negotiate a way to satisfy all parties.
4 / Working Relationships on the Job - Cooperative and courteous with team members. The ability to accept changes and learns new tasks. The employee expresses enthusiasm towards the company. Is sensitive to the needs and feelings of others, develops rapport and trust, accepts inter-personal differences, deals effectively with others regardless of level or status and always demonstrates respect for others.
4 / Analysis & Problem Solving - Understands and defines problems clearly. Develops realistic solutions. Participates constructively in team problem solving.
4 / Judgment & Decision Making - Arrives at sound, timely decisions after balanced consideration of facts, distinguishes between practical and impractical solutions, maintains confidentiality and demonstrates a high degree of integrity.
4 / Resourcefulness - Introduces procedures to improve control of quality of service. Finds innovative solutions to problems.
4 / Control of Costs & Expenses - Is aware of expenses relative to budget and works within budgetary constraints. Develops and initiates cost saving procedures.
4 / Leadership – Maintains a positive out-look with upper management as well as team members. Always presents a can-do spirit.
4 / Control & Follow-Up - Monitors the accomplishment of prescribed goals and targets, provides timely and specific feedback on progress toward goals.
4 / Self-Improvement - Responds with constructive activities after manager’s counseling and feedback. Improves professional skills. Participates in professional societies; seminars.
5 / Team Player- Shows support for others and the role they perform. Contributes to make the sum of the team better than one part.
4 / 100% Responsibility - Employee is 100% accountable for role in the company. This does not mean taking on too much (110%) nor too little (90%).

Recommendations to Address Strengths & Areas for Improvement:

Goals/Objectives / Supervisor Comments
Urgency/push / Ops, copy, employees
Follow the Money / Roll on it
Segment Lists!
Share ideas for precuts, promos

Recommendations for career development—Employee should do the following things before the next performance review to prepare for more responsibility in the current job or to be eligible for promotion:

* More management training
* Trip to Baltimore – relationship building
*Marketing conference

Part IV

Compensation/Salary Change (to be completed by supervisor)

Current Salary: / $
Salary Increase: / $ ( %)
New Salary: / $
Effective Date:

Performance Based Compensation (if applicable, please describe below)

I have completed an interview to discuss the overall performance results with my supervisor. My signature below does not necessarily signify agreement with the results.

Employee Signature ______Date ______

Supervisor Signature ______Date ______

EMPLOYEE’S SELF PERFORMANCE REVIEW

Part I

  1. Describe and rank your current job responsibilities.
  1. What are the specific objectives/goals you have accomplished during this review period?
  1. The accomplishments I am most proud of since my last review are...
  1. The 3 most important lessons I have learned from on-the-job experiences are…
  1. The aspects of my job I enjoy the most are...
  1. The aspects of my job I enjoy the least are...
  1. Changes in my work environment (peer relationships, procedures, tools/ equipment, etc.) that might enable me to be more productive in my job are
  1. Changes in my skills, attitude, etc. that would enable me to be more productive.
  1. What I have done since my last performance review to prepare myself for more responsibility are (Seminars, Readings, On-the-job-training, etc.

Part II.Employee’s Review of Supervisor

Please provide honest feedback regarding ways in which I, your supervisor, can help enhance your work environment, be a more effective supervisor, and support your career growth goals.

  1. Things I do or can do to keep you informed regarding company and/or departmental activities.
  1. What I do or can do to provide clear direction and expectations...
  1. Things I do or can do to elicit feedback and incorporate your ideas...
  1. What changes I could make concerning style, communication, or support that would enhance my effectiveness in assisting and inspiring you with your career success?
  1. Employee Employment Preferences

My specific career interests including job function and specialization include.

  1. What motivates you? List 3,