performance review phrases

Thursday, February 13, 2014

Qualitative and quantitative performance management

A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Qualitative and quantitative performance management

Erformance management is a management approach, which seeks to get the most out of the human resource. Typically rewards are related to performance and some form of appraisal scheme lies at the heart of this process. There are many different types of appraisal system. Qualitative appraisal may take the form of a relatively structured interview in which the appraiser develops a report on the performance of the appraisee. Alternatively, a quantitative appraisal may be employed in which the appraiser ranks performance along a scale - excellent, good, adequate, inadequate, etc.

The appraisee will be seen at regular time intervals, and will be given feedback on job performance. The assessment of individuals will normally be against some specified performance standards, often related to a job description. At a review meeting it is possible to establish individual objectives and targets for the subsequent time period. Individual development plans can then be created which set out how employees will work towards targets. The review meeting will also include an assessment of performance over the previous period against targets.

This assessment will often be linked to rewards (e.g. an individual who has met or exceeded targets will be entitled to performance related pay.)
Appraisal also provides an excellent framework for designing training and development programmes. The review will act as a basis for establishing ways of improving performance. Learning and development goals will therefore be an integral part of this process.

So basically you will need to 'qualify' all of your decisions and directions............or prove yourself and your decisions.

You can ref more review phrases samples of Marketing specialist competencies below by clicking links that you want to:

Performance review tips
Performance review question
Performance review checklist

Using these sample performance appraisals will definitely help you phrase the perfect comments for the performance reviews that you are writing. While this article, gives you only complimentary phrases, there is a possibility that you may need to include negative reviews as well. While including these ensure that your tone is not harsh or degrading.

Readers, any other common review phrases you’d care to share?

What is performance appraisal

How to write salary increment letter sample

The first point is to determine the appropriate route for you to make the request for salary increase. If you work in a large company where there are many chiefs and senior, and which perhaps may not even know who you are or what position you play, you will probably require you to submit a letter requesting salary increase to his immediate supervisor, who will be moving on up to the person who makes the decision to give or not the increase to you.

But if, instead, you work in a small company, it is important to find out beforehand what is the procedure for requesting a salary increase. Maybe a letter is not necessary, and if you send will not only make a fool of myself, but may also offend the recipient to consider it that you do not have the courage or confidence to talk about it in person.

Next, it is vital to know why they are asking for the salary increase. You always go with the truth, be honest and think about the actual arguments, but also know to take the place of another, his boss, and try to understand how he or she will receive the news.

"Spending bill" of unpaid overtime that you "donate" to the organization, or how much they do work there, definitiviamente will not work. Do not highlight the bad points, but good.
Letter requesting a raise

New Delhi, April 20, 2011 .-

Lord
XXXXXX
Director
XXXXXX
City
Dear Mr. XXXXX:

When I was hired as technical editor on 14 October 2003, I was promised that he would receive a raise at the end of the year's work.

During that period, I played my role as an outstanding (see attached performance evaluation) even deserve an award for Employee of the year. My boss, Mr. XXXXXX, at all times, has shown its satisfaction with my execution.

However, in today's third birthday to be working with your company and have not received the promised bonus. For this reason, I ask, very respectfully, reexamine my background and the amount of my salary.

Waiting to receive your kind reply, I bid you farewell,

Sincerely.

Tuesday, February 11, 2014

Annual Performance Review

A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Annual Performance Review?

If you're writing your own performance review it seems to me your supervisor isn't doing much or just doesn't have much of a job to do and is probably goofing off more than anything else. My recommendation would be to show where you excel with FACTS, for example how many items you sell, produce or place on the floor, based on whatever turnover of products and how it relates to the company profits. Do your efforts bring in more money ? Sure, they'd have to otherwise you wouldn't be working -- so give yourself a pat on the back -- and make sure you put that in your performance review.

Additionally, how much supervision do you do ? How many people, what do they do and do you schedule work for them or do their timesheets for them ? Any supervision means you are doing supervisory work - show it !

Also, what initiatives have you done or are you currently doing ? Do you put up posters to help market products and advertise your company's wares ? Have you helped in finding new products and services that your company has offered ? Put that in your reviews as well.

There are probably a lot more things you haven't thought of, just have a think while you're driving home sometime and you'll come up with a slew of things YOU have done that are worthy of an excellent review !!!

By-the-way, if you get a bad APR, don't stress about it, it WON'T follow you to your next job. Most of the time performance reviews are nothing more than TPS Reports and mean little other than to impress management and make them think they're accomplishing something they're not...Performance reports are in fact a BIG waste of money in a LOT of cases. I'd rather be earning money actually doing work that writing some inflated report that doesn't really express what a person is really worth to the company in reality...

How can a company judge a person based on something someone else with a twisted sense of reality wrote -- If I were your manager I'd want to actually SEE what you do and judge it for myself than read it from someone with a B.S. in English and grammatical studies.

You can ref more review phrases samples of Marketing specialist competencies below by clicking links that you want to:

Performance review tips
Performance review question
Performance review checklist

Using these sample performance appraisals will definitely help you phrase the perfect comments for the performance reviews that you are writing. While this article, gives you only complimentary phrases, there is a possibility that you may need to include negative reviews as well. While including these ensure that your tone is not harsh or degrading.

Readers, any other common review phrases you’d care to share?

performance review at work

A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Performance review at work

First, their usefulness is dubious at best. I have been a manager for 8 years at several large and small companies and have yet to see a performance review system that actually adds value to the organization. Most take too much time, are difficult to administer properly, do not take enough information into account, or are not used for anything other than fulfilling an organizational directive to have a performance review.

Another negative is that often performance reviews are used spitefully by managers to "earmark" employees as underperformers in order to "manage them out" of the organization. Depending on the manager's relationship with an employee, it is very easy to accumulate negative documentation on an employee for the purpose of giving them a poor review.

On the opposite side of that, performance reviews most often do not accurately reflect an individual's positive contributions to an organization. It is often easiest to just take good performers for granted and to not accumulate meaningful documentation of their good performance, meaning a performance review ends up being a collection of anecdotal "stories" instead of containing hard data about how they contributed. Signs of this are comments in the review such as "Works well with others. Helped so-and-so get used to the team." or "Finishes assigned tasks in a timely manner. When asked to work on Team X was always on time and helped out."

Another negative is when companies use performance reviews to divide a small percentage increase to a group. Often a bell-curve approach is taken and the performance review is used by the management team to reward their favorites and keep others from receiving a payout. When a curve is used, it automatically creates an atmosphere of distrust and competition that is most often destructive to the organization. Teamwork is what is needed most in today's businesses and this kind of "me or them" atmosphere does not lend itself to synergy.

You can ref more review phrases samples of Marketing specialist competencies below by clicking links that you want to:

Performance review tips
Performance review question
Performance review checklist

Using these sample performance appraisals will definitely help you phrase the perfect comments for the performance reviews that you are writing. While this article, gives you only complimentary phrases, there is a possibility that you may need to include negative reviews as well. While including these ensure that your tone is not harsh or degrading.

Readers, any other common review phrases you’d care to share?

What is performance review?

What goes on a performance reviews

A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

What goes on a performance reviews

Performance review or performance appraisal or performance evaluation is conducted on an annual basis. This is tied up to your job description, where the rater will based his/her judgement whether you have performed your duties and responsibilites for the whole year in an outstanding manner or not.

As the other poster answered, it will review the volume, quality, and timeliness of your work as well as your general working attitude, such as obedience, interpersonal relation with co workers and superiors, adherence to company policy etc. The Performance Review Form is actually a rating sheet which your immediate superior will fill up.

After filling in this form, s/he will sit down with the ratee and discuss the weak points and strong points of the employee, and areas where s/he needs improvements if any. This will also determine if you need to take additional training to strengthen your weaknesses in performing your job.

This is also the time when you can tell your immediate superiors any problems that you are encountering in performning your job, if the problem is system based, for example, then necessary amendments to your system and procedure maybe put in place to remove these problems.

Then after discussing this to the employee, both rater and ratee signs it and forwards it to the HRD (Human Resources Department) where the HRD will check for the recommendation of the rater and its implementation. Also, Performance review are the basis of salary increases, bonuses, promotion, demotions, termination and other employee movement.

You can ref more review phrases samples of Marketing specialist competencies below by clicking links that you want to:

Performance review tips
Performance review question
Performance review checklist

Using these sample performance appraisals will definitely help you phrase the perfect comments for the performance reviews that you are writing. While this article, gives you only complimentary phrases, there is a possibility that you may need to include negative reviews as well. While including these ensure that your tone is not harsh or degrading.

Readers, any other common review phrases you’d care to share?

performance review negative comments

A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Performance review negative comments

You don't want to say "I don't surf the net any more than John!" Not only does that sound childish, but it also formally calls attention to John's surfing habits - and he's not going to be happy about that.

Instead of just writing your disagreement on your review you ought to speak to the manager who wrote the evaluation. Discuss why (s)he thinks that you do not respond to emails in a timely fashion. Perhaps you get an email with a work request and immediately set out to do the task, but don't acknowledge that you've received the email and let the sender know when to expect results? Only the supervisor can tell you what fault he is finding with your communication, but speaking to him will show that you are taking steps to remedy the problem.

According to your post the performance review says that you do not ask for work when you have nothing to do, your defense is that you offer to help when you think that you'd be helpful. This isn't the same thing, it may just be the wording that you've used, but be aware of that.

In the employee comments section you should probably write something along the lines of "I feel that I have been a loyal and dedicated employee. I have helped to increase widget out-put by 95%[insert a particularly nice accomplishment from the last year.] I am surprised to see these negative comments. One of my goals for the next year is to turn these issues around so the boss and I see eye-to-eye on my duties and performance." And then set up quarterly meetings to see how you are living up to expectations.

You may find it beneficial to involve someone from HR or your boss's supervisor if you feel that you are being harassed or singled out. I would be cautious about that though - the boss won't like you going over his head. Your comments should raise a red flag to anyone who reviews your evaluation, and that may be enough for you
You can ref more review phrases samples of Marketing specialist competencies below by clicking links that you want to:

Performance review tips
Performance review question
Performance review checklist

Using these sample performance appraisals will definitely help you phrase the perfect comments for the performance reviews that you are writing. While this article, gives you only complimentary phrases, there is a possibility that you may need to include negative reviews as well. While including these ensure that your tone is not harsh or degrading.

Readers, any other common review phrases you’d care to share?

Performance review constructive criticism

Writing an employee performance review example

Performance review tips

A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Performance review tips

Key inputs of performance review: Project supervisor job description, Project supervisor competencies profile, Project supervisor annual objectives…

You can do performance review of Project supervisor based on competencies below:

1. Be prepared:

First and the most important, you must prepare yourself before sitting in such a process. If you are a manager, consider well what and how you will say.

2. Be positive-focused:

Acknowledge the strengths of the employees. This shall make the atmosphere more comfortably. Being positive-focused means appreciating strength points rather than criticizing weaknesses.

3. Don’t be aggressive:

As a manager, you should not try to criticize the employees. You are evaluating their performance but not themselves which should be the task of recruitment & promotion process. Be friendly and encouraging to help raise the employee’s morale.

4. Be realistic:

Don’t force it upon the employees’ unrealistic requirements. They may not perform the job well, but this does not mean they don’t have any contribution. Treat them with equality and respect.

5. Be fair:

Your appraisal should be consistent and fair. To poor performer, you should point out his weaknesses and mistakes and encourage him to improve. To a good performer, you should encourage his performance. You should use ranking-method to evaluate an employee’s performance. This is a rather fair method to easily decide whether an employee is a good or poor performer.

6. Make it a two-way conservation:

Don’t just talk, you must listen, too. And don’t prevent the employees from talking, encourage them to discuss anything you disagree or wish to talk about. An appraisal process should be a two-way discussion. Only this will make it successful.

7. Address what is important to the employee:

Job satisfaction is the most important factor affecting on the employee’s future performance. Therefore, an effective appraisal process should address the issues which are considered important to the employee.

8. Discuss the Balance between work and life:

A performance appraisal is also an opportunity to address the balance between work and private life of the employee. Here, the manager may discuss with the employee about the development of his career as well as future opportunities for him.

9. Be a good listener:

As mentioned before, an appraisal performance requires both your listening and speaking. As a manager, you are required both speaking with the employees and listening to their feed-backs.

10. Regular review:

A performance appraisal (or review) process should be performed on regular basis so that the managers may keep track of the employee’s performance and interfere whenever necessary. The process is not only about recording temporarily performance of an employee; it is also about training them and helping them figure out what he is lacking on frequent basis.

Using these sample performance appraisals will definitely help you phrase the perfect comments for the performance reviews that you are writing. While this article, gives you only complimentary phrases, there is a possibility that you may need to include negative reviews as well. While including these ensure that your tone is not harsh or degrading.

Readers, any other common review phrases you’d care to share?

Performance review questions to ask

Take note both your accomplishments and your less than outstanding job performance incidents for the period the performance evaluation will cover.
Prepare mentally some “talking points” for deliver as needed.
Preset the questions such as what topics could arise in this appraisal? What facts do you already know about those topics? What topics do you want to give the first priority if you get the opportunity?
In addition to the questions, do you often do your homework at night before the performance review? Keep in mind that always take notes in your private notes on year-round of your accomplishments as well as explanations for things you understood.
Do not give nonsense during the performance appraisal. Instead, you should speak clearly, concisely and heading to concrete purposes.
If you do not orient job goals or make plans for some performance improvement, the answer given is “no” only

Performance review questions

What do you think went well this year?”
Some managers do not give an unsatisfied performance appraisal of the employee. In case, your boss is one of those, you have right to ask him/her for positive views. Practice speaking helps you know exactly how to please your manager. If you receive the answer is “nothing” from your boss, it’s highly probable you start looking for a better boss.

“What do you think I should do differently next year?”

This question is often useful to learn what your boss is really thinking if he/she give critical feedback. It is better for you to come up to the goals in next year than what you did not accomplish in last year.

“What could I do to improve my rating in this area next year”

If your boss does not assess highly your particular objective or attribution, you should find our reasons and what need to change. You can do difference by trying to agree on specific things. You need to know that your boss does not recall things you did wrong in the past; he/she desires to reach positive change from you in next year. You put effort into doing anything as good as possible so that your boss has confidence in you and evaluate highly your performance review.

“How could I be more helpful to other people on the team?”

You can do it if you have a great relationship with your colleagues, and have prominent strengthens. Then your boss brings advantages for you to collaborate more with all member in team where the members are somewhat interdependent.

“What are your most important goals for the coming years”?

According to surveys, most employees do not understand what their manager’s goals are. So you need to be ready to indentify which is the most goals then provide useful information or assistance. It is sure that your performance rating is going to make you fully satisfy.

“Is there anything I could do to make your job easier?”

This question you should not use because if you ask it, your boss might faint dead away. Actually very few employees think about how to make their boss life easier. In contrast, most make the question that how can my boss make life easier for me?

“How do you think our business is going to change in the future? What challenges do we face?”

This question is helpful for you to see the bigger picture of your own work and provide a heads up about future issues. In addition, it sends you a message that you are thinking about beyond your own daily work.

“What new knowledge or skills do you think I may need to develop?”

In order to develop your own goals and your job plan as well, you should ask this question and give answer yourself. If there are something happening unexpected, you may reset up you career plan.

“What career opportunities do you see for someone with my background?”

No one wants to career path to be delayed; and you are not in one of those. So in order to develop it you need to see this question strictly and find out your own opportunities. If not, they will keep far away from your hand.

“What’s the most difficult thing about doing performance reviews?”

You should not attach special importance to your boss personality like sense of humor. But otherwise, it might lead to an interesting conversation.

Using these sample performance appraisals will definitely help you phrase the perfect comments for the performance reviews that you are writing. While this article, gives you only complimentary phrases, there is a possibility that you may need to include negative reviews as well. While including these ensure that your tone is not harsh or degrading.

Readers, any other common review phrases you’d care to share?

Performance review checklist

Pay attention to the most important performance areas
Make plan for potential developments such training and special projects.
Categorize concentration areas for the purpose of setting goals for the coming review years.
Help employees see advantages so that they can have plan of discussion.
Come into discuss mutual understood expectations in accordance with job duties and standards.
Monitor job performance result compared with mutual understood expectations.
Note and keep records without relying on memory.
Do not focus on some aspects of the job at the expense of other.
Evaluate the background of each employee including skills, work experience and education.

The discussion of review

Start discussion with honest, open-hearted and friendly performance.
Understand to be evaluation of the discussion including come into dealing with problem and setting goals.
Give explanation on the agenda for the meeting in detail.
Talk about primary responsibilities of employees in the past. (The employees would receive a written summary of responsibilities). Review how the employee’s responsibilities are concerned about generally unit objectives.
Give discussion about employee’s strengthens and development areas in five general performance categories.
Speak of momentous achievements of employees in the past.
Create possible way for performance advance.
Discuss obstacle to efficient work performance and job satisfaction in the past.
Establish goals and needs of employees in coming review years.
Orient long-term development plans and goals for achievement.
Discuss employee’s feedback/suggestions for supervisor.
Discuss relevant problems that the employee or supervisor is interested in.
Fill in review forms, as applicable.

The follow-up

Right after putting the established plans into record, pointing requiring follow-up.
Send a copy to the employees.
Assess your performance result yourself. What I did well? Could have done better? Learned about the employee? Learned about myself?

Using these sample performance appraisals will definitely help you phrase the perfect comments for the performance reviews that you are writing. While this article, gives you only complimentary phrases, there is a possibility that you may need to include negative reviews as well. While including these ensure that your tone is not harsh or degrading.

Readers, any other common review phrases you’d care to share?

Performance review quotes

“He has a knack for making strangers immediately.”
“He brings a lot of joy whenever he leaves the room.”
“When his IQ reaches 50, he should sell.”
“If you see two people talking and one looks bored…he’s the other one.”
“A photographic memory but with the lens cover glued on.”
“A prime candidate for natural deselection.”
“Donated his brain to science before he was done using it.”
“Gates are down, the lights are flashing, but the train isn’t coming.”
“Has two brains: one is lost and the other is out looking for it.”
“If he were any more stupid, he’d have to be watered twice a week.”
“If you give him a penny for his thoughts, you’d get change.”
“If you stand close enough to him, you can hear the oceans.”
“It’s hard to believe that he beat 1,000,000 other sperm to the egg.”
“One neuron short of a synapse.”
“Some drink from the fountain of knowledge; he only gargled.”
“Takes him 2 hours to watch 60 minutes.”
“The wheel is turning, but the hamster is dead.”
“Since my last report, this employee has reached rock bottom…..and has started to dig.”
“His men would follow him anywhere…but only out of morbid curiosity.”
“I would not allow this employee to breed.”
“This employee is really not so much of a ‘has-been’, but more of a definite ‘won’t be’.”
“Works well when under constant supervision and cornered like a rat in a trap.”
“He would be out of his depth in a parking lot puddle.”
“This young lady has delusions of adequacy.”
“He sets low personal standards and then consistently fails to achieve them.”
“This employee is depriving a village somewhere of an idiot.”
“This employee should go far…and the sooner he starts, the better.”
“Got a full 6-pack, but lacks the plastic thing to hold it all together.”
“A gross ignoramus – 144 times worse than an ordinary ignoramus.”
“He certainly takes a long time to make his pointless.”
“He doesn’t have ulcers, but he’s a carrier.”
“I would like to go hunting with him sometime.”
“He’s been working with glue too much.”
“He would argue with a signpost.”

Performance review sales manager

Sales planning;
Outcome Setting;
State Control;
Ability to Ask Right Question;
Rapport;
Listening to Customer;
Closing Skills…

Performance review Sale associate

Have the ability to work both independently and in teamwork;
Have passion in communicating the organization’s vision with the customers;
Be proactive and strictly comply with codes of ethic; be initiative at work;
Have the ability to effectively make offers to customers and cooperate professionally with management-level employees;
Have good organizational and time management skills;
Have exceptional customer service skills;
Have good verbal and oral communication skills;
Have the ability to build up and maintain relationships with customers;
Have good ability in using Ms Word, PowerPoint, Excel, Outlook and CRM;
Having good experience in handling effective accounts;
Be able to clarify customers needs and address just exactly their problems

Performance review Sales representative

Have professional knowledge about the products/services of the company;
Have ambition and willingness to learn and work toward higher causes;
Be a pleasant employee with open personality;
Be customer service focused;
Have good working experience in customer service area;
Have the ability to work under high pressure and meet tight deadline;
Have exceptional interpersonal and communication skills;
Be persuasive and have the ability to influence others;
Be good at making presentations;
Have good knowledge in relation to marketing, advertising and promotion techniques and means.

Performance review Sales assistant

Have a friendly, open and engaging personality;
Have good teamwork skill and be able to work well with other employees;
Be confident;
Be helpful and have a polite manner;
Have good health who can handle a large volume of goods;
Have comprehensive understanding of matters in relation to sales, retail sales, warehousing and transport;
Be effective in working in a team;
Have a good knowledge of warehousing techniques and be experienced in maintaining inventory;
Have a good look and appropriate behavior.

Performance review Sales engineer

Have professional knowledge in relation to all aspects of sales such as distribution, supply chain, manufacturing, warehousing, etc.;
Have good ability to apply technology to work out solution toward success;
Have been successful in dealing with complex sales situations in connection with customers in technology or business industry;
Have the ability to make effective presentations; good presenting skills;
Have multi-task skills and know to work under pressure;
Have the ability to meet deadlines and perform follow-up tasks to ensure customer satisfaction;
Have strong sales skills;
Have good verbal and oral communication skill and presentation skills;
Have good leadership skill; be able to manage available resources in effective manner to meet the requirements

Sunday, February 9, 2014

Performance review marketing assistant

Have a thorough knowledge of new technologies and ability of applying to marketing principles.
Proficient in copyright and readjusting technical aspects for a broad range of audience.
Good at communication and presentation skills, finding out about market information and responding to questions from team of managers, members, clients and public.
Have ability to work independently and ability to handle self-driven projects efficiently.
Have ability to establish good performance and relations with all levels of employees.
Effective in solving problems, analyzing systems and data and giving initiatives to solutions.
Possess time management, prioritization and organizing skills.
Work under high pressure to complete deadlines of project and record the results in details.
To be self-motivated, determined and honest person.

Performance review marketing associate

Communication skills are necessary for interacting with the customer or other associates and ensuring that the customer’s requests are clearly relayed to the management.
Have awareness of a variety of business etiquettes to respond to questions from the customer.
Up to date knowledge of new technologies and conversant with using computers.
Possessing self-working motivation.
Have ability of leadership in order to effectively lead the team and require the associate to become a good team player.
Possess skills in organization and planning for project implementation.
Ability to work on multiple projects and handle them effectively at one time.
Work under high pressure to meet project deadlines.
Time management, fixing priorities, attentiveness, accuracy in performance.
Possess sound knowledge and comprehensive skill to become an excellent team player.

Performance review marketing analyst

Conversant with report writing, business procedures and project management.
Develop and strengthen good relationship and cooperation with senior executives.
Have ability of leadership, strong time management and organization skills.
Possess skills in solving problems, strong judgment in business and data manipulation.
Give recommendation for planning and strategic methods.
Fluently in using computers and comprehensive knowledge of reporting software and business intelligence.
Strong verbal and written communication skills.
Get self-working motivation and high enthusiasm in work.

Performance review marketing coordinator

Willing to working under pressure to complete tasks on schedule.
Good skills in project management for high achievement of work.
Deep understanding of latest technologies and ability to apply them in marketing principle.
Conversant with copywriting and competency to rework technical content for a wide range of audience.
To be good team player, works well with the other people on the job and to be willing to compromise and help team to meet its goals.
Make smart decisions and have make plans for good judgment.
Establish good working relationship to reach planned goals.
Work as a team member to enhance strength of the team for goal achievement.
To be keep confidence, self-working motivation and create initiatives in work.
Strong interpersonal communication skill, communicate effectively with boss, team members as well as customers.
Innovate continuously and have latest breakthrough in work.
Verbal and written communications are skills used the most effectively.

Performance review marketing consultant

Excellent written and oral communications skills, especially strong interpersonal communication.
Get enthusiasm for helping clients and the general public at all times in order to uphold healthy relationships.
Have ability of time organization and planning.
Continuously make innovation and creativity in work, have new thinking for initiatives and rich resourcefulness.
Effective presentation of information and strong spoken language skills for responding to
Keep a track record of all the marketing initiatives.
Conversant with using computers and other relevant equipment.
To be good example for sales team and motivate the team members in work.

Performance review marketing director

A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Performance review marketing director

Key inputs of performance review: Project supervisor job description, Project supervisor competencies profile, Project supervisor annual objectives…

You can do performance review of Project supervisor based on competencies below:

Marketing director skills

Ability to analyze data:

An essential skill for a marketing director to know whether his/her experiments support his/her hypothesis and interpret customer feedback or not in order to make proper judgment and develop strategies for timely improvements.

Ability work as a team:

Teamwork skills are critical for your effectiveness as a director to able to lead your team. The main job is to coordinate with other professionals and as much, you have to possess ability to work as an effective team leader.

Creative skills:

A creative director always knows how to convince other people to innovate in work, make them power their passion. He/she has ability to satisfy and meet all requirements of customers. Also he/she have smart vision to reach innovation and expand cooperation relation with any potential customers.

Written and verbal communication skills:

This is two important skills a marketing director needs to develop for his/her profession. Use verbal communication skill to interpret the marketing strategies to customers and use written communication skill to prepare memorandum and business plans for the company.

Management skills:

As a marketing director you must have this skill. The management is tested and evaluated through organization and performance of other different skills. It is necessary to possess a

Advanced computer skills:

Be able to say that no efficiency in work without technologies. So a marketing director needs to understand basic skill in using computer in order to assist effectively his/her work.

Ability to solve problems analytically:

It is critical to make smart decision when facing stress and complex problems. The problem-solving skill is one of necessary skills in marketing job. So you should use some steps cleverly to solve the problems such as acknowledge and analyze the problems, deep understanding of them, choose optimal solution and apply them, final give assessment.

Good organization and planning skills:

Making a wrong plan can lead to serious consequences. So the organization and planning skills are very crucial in order to assure give suitable plans for all employees to do follow them.

Ability to work under pressure meeting deadlines:

Anyone has to face stress and pressure in work. Thus establish specific objectives and spend time relaxing are useful methods for marketing director to handle pressure and reduce stress.

It’s necessary to possess ability of budget management.

This helps the marketing director can control how much amount of finance your company used.

Using these sample performance appraisals will definitely help you phrase the perfect comments for the performance reviews that you are writing. While this article, gives you only complimentary phrases, there is a possibility that you may need to include negative reviews as well. While including these ensure that your tone is not harsh or degrading.

Readers, any other common review phrases you’d care to share?

Performance review marketing executive

Good written and verbal communication skills.
Have innovative and creative ideas to new campaigns.
Good at negotiation and interpersonal communication skills.
Have ability of time organization and planning.
Effective in promoting of commercial activities, analyzing data and pricing.
Good at numeracy and deep understanding of statistics.
Have ability to using computer fluently.
Work under pressure to complete deadlines of project and record the results in details.
Express strong influence in work and effective negotiation with partners and customers.

Performance review marketing manager

Have comprehensive knowledge of marketing techniques and concepts. Understand business culture, policies and goals.
Become an outstanding communicator in any field and for anyone.
Face challenges and deal with them effectively.
Establish and create marketing strategies to meet organizational objectives.
Capability of working as a team member and co-operate with a wide range of people.
Ability to work well with all levels of management and support staff under systematical and
Excellent skill in problem-solving and taking initiatives.
Work with team members, motivate and inspire them to work effectively.
Possess professional manner with partners and clients. Proficient in presentation skill.
Working style in professional, have both flexibility and decidedness in diploma and negotiation.
Have thorough business awareness in understanding of corporate culture, policies and goals and how to implement them as a manager.
Be able to manage budget resources.

Performance review marketing officer

Possess good verbal and written communication skills.
Have high sense of responsibility and positive thoughts.
Make careful in work performance.
Have solid opinion and decision making ability to solve a variety of challenges.
Work under high pressure, have suitable methods for stress solving in work.
Have insight of changing marketing policies.
Up to date knowledge of latest technologies and market trends in order to familiarize with them.
Have ability to work independent and teamwork skills.
Have good presentation and interpersonal communication skills.
Have ability to convince clients.

Performance review marketing specialist

Possess ability to analyze multiple data points and base on the results to develop comprehensible hypotheses.
Work with high motivation and high responsibility by accomplishing multi-tasks and responding to variances of work activities in short duration.
Good at using Microsoft office including Excel, Word, etc. Besides high proficiency with analysis modules.
Possess strong skills in project management and organization.
Fluently in using several languages and particularly communicate in verbal and in writing.
Work independently and effectively work as team member, familiarize with complex and ambiguous work environment.
Decidedly in one orientation to be able to maintain a high level of ownership and accuracy on aspects of work performance.
Have capability to strengthen and extend solid working relationship among teams, to be consistent with common disciplines with kind of people in different regions

Performance review Project supervisor

Have good English writing and speaking skills; can deliver the meaning of documents accurately and clearly;
Be customer-service focused; have professional manner at work and understand the value of customers to the organization;
Have strong customer service skill;
Can work well with other members in the team and can organize the work effectively;
Work independently;
Multitask skill to handle many responsibilities at the same time.

Performance review Project manager

Have good verbal and oral communication skills;
Have good problem solving skill and be able to handle complex problems in creative manner;
Be good at calculating financial details and task oriented;
Focus on details and have sense of self-awareness;
Have good leadership skill which is used to lead a team effectively;
Be fluent in using computer and a variety of software for communication;
Have good time management skill and be able to develop plans, schedules and other related tasks and adhere to the plans;
Be willing to take over high responsibilities and be responsible for the job;
Continuously meeting the expectations of the management;
Have proficient knowledge in related areas.

Performance review Project assistant

Having interpersonal and communication skills;
Being able to develop and maintain good relationship with customers and vendors;
Notifying the project manager/director of the progress;
Working independently;
Having motivation to do the job;
Working with documents and computer frequently and effectively;
Having time management as well as leadership skills.

Performance review project coordinator

Good teamwork skill
Good management skill and be able to maintain multiple records & customer accounts at the same time;
Have knowledge and skill relating to human resource management;
Good analytical skill;
Can manage a specific amount of time effectively;
Be willing to take over new responsibilities and perform them effectively in liaison with other employees;
Good verbal and oral communication skill; have the ability to make effective presentation to various entities within the company.

Performance review Project engineer

Be knowledgeable about a wide range of areas;
Be excellent in math, science and IT;
Have strong organizational skill;
Can work effectively in a team;
Can design and present ideas clearly and effectively;
Have sufficient knowledge to make analysis of large amounts and work out suitable solutions;
Decision-making skill;
Can communicate exceptionally effectively;
Be experienced in project management;
Work within the allocated budget and tight deadline;
Have wide knowledge about laws and regulations;
Be able to handle others’ questions in polite manner;
Can identify technical problems;
AutoCAD certificate;
Good at using computer and various software, particularly Ms Word, PowerPoint, Excel and so on;
Have good health that can deal with much pressure at work.

Performance review Project director

Be a business management oriented person;
Have leadership skill and adequate qualification;
Have multi-task and time management skills;
Have good verbal and oral communication skills, especially in foreign language like English;
Be passionate and dedicated to the job;
Can approach customers’ problems in efficient manner;
Be motivated to work and help other members in the team;
Be responsible to lead a project team;
Can deal with many tasks at the same time;
Can build up and maintain good relationship with customers.

Performance review Project specialist

Work effectively and cooperate with other colleagues and members of other teams within the organization to get the job done;
Can communicate effectively with everyone in the organization;
Be continuous-improvement focused;
Can identify customers’ needs and address them in effective manner with suitable acts;
Be responsible to conduct tasks as assigned and supply help to other units so as to reach the common objectives of the organization;
Have relevant knowledge and ability in collecting, summarizing, analyzing, explaining data; can make recommendations of solutions to various department levels;
Have competence in project management area; know about various theories, concepts and principles in the area;
Can develop comprehensive project schedules and work to meet the deadline in timely and successful manner;
Be willing to take over new responsibilities; be flexible to delegate to others for the common goals of the project.

Performance review Project leader

Be persuasive and know to motivate others;
Good verbal and written communication skills;
Have sense of responsibility;
Have good interpersonal skill to develop strong and close relationship with colleagues in the organization;
Planning and task-priority focused skills;
Have the knowledge in relation to various areas including computer, hardware and software as well as cash registers;
Be calm and polite under any situation;
Decision making skill;
Be able to maintain records accurately.

Performance review Project analyst

Have firm understanding of various areas such as financial planning, case study, contract management.
Have a wide knowledge of program applications and various types of methodologies.
Have leadership and organizational skills.
Can communicate fluently in verbal and writing language.
Can analyze problems and arising situations in timely and orderly manner.
Have problem-solving skills; can work out many solutions and make necessary recommendations. critical thinking skill.

Performance review Project executive

Can manage various financial issues.
Have good verbal and writing communication and interpersonal skills.
Be focused on business management and development.
Have qualities of a leader.
Can manage teams effectively
Problem solving skills so as to be able to handle arising problems in timely manner.
Have adequate knowledge about various aspects, especially technical issues.
Can handle questions and problems effectively.

Performance review Project planner

Have the ability to work with many people at the same time and handle their requests;
Have good organizational skill;
Be experienced in time management to meet tight deadline;
Have good written and verbal communication skill;
Be willing to learn about various principles in relation to the job; be dynamic and enthusiastic at work;
Have effective leadership skill; can meet the objectives and expectations of the management as well as motivate other employees to work toward the objectives.

Performance review project supervisor

Have good English writing and speaking skills; can deliver the meaning of documents accurately and clearly;
Be customer-service focused; have professional manner at work and understand the value of customers to the organization;
Have strong customer service skill;
Can work well with other members in the team and can organize the work effectively;
Work independently;
Multitask skill to handle many responsibilities at the same time.

Readers, any other common review phrases you’d care to share?

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Sunday, February 9, 2014