| A | B | C | D | E | F | |
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1 | Basic Info | Criteria Scoring Sheet | ||||
2 | Name: | -- | 4: | Exceeds Expectations | ||
3 | Job Position: | Videographer | 3: | Meets Expectations | ||
4 | Purpose of This Job: | Ensure that all of your assigned clients progress towards They Ask You Answer mastery, experience the full value and benefit from our services, so they achieve their vision and refer others to us. | 2: | Somewhat Meets Expectations | ||
5 | Who This Role Report To: | -- | 1: | Needs Improvement | ||
6 | Planning Period: | -- | 0: | Failing | ||
7 | Date of Review: | -- | ||||
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9 | Desired Results | Score | KPIs | Comments | ||
10 | I have published between 6 and 9 videos each month this quarter | 4 | ||||
11 | Videos have an audience attention span of 80% | 3 | ||||
12 | Average Desired Results Score | 3.5 | ||||
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14 | Functional Accountabilities | Score | Comments | |||
15 | Create videos that answer our customers' and prospects' questions in a helpful & unbiased way- Videos are effective at identifying the problems customers and prospects are experiencing with empathy and offering a solution that's easy to understand. I understand the point of view of the customer and know how to communicate with our best fit buyers. My videos advance prospects along our sales funnel and converting more often. My videos are indespensible to the sales process and the sales team knows how and when to use them. | 4 | ||||
16 | Support Sales & Marketing teams- I act in the best interest of our customers and our sales and marketing teams to reach our goals. I am able to clearly identify the effectivness of video content and make decisions acordingly. I reguarly share how video is performing with my team. I am actively collaborating with sales, marketing and services to fill our video content backlog. | 3 | ||||
17 | Advance video in the company- My quarterly priorities are completed on time and consistenly to further company goals. Others not inhibited from hitting their goals because of my inactions. I know how to guard my time so I don't overcommitt. I understand know how my role contributes to the overall company goals. | 3 | ||||
18 | Average Functional Accountabilities Score | 3.3 | ||||
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20 | Key Competencies | Score | Comments | |||
21 | Technical Video Mastery - Do I consistenly produce usebable footage and audio from shots? Do I apply feedback given on my videos consistently? Do I know how to solve problems with production quickly as they come up? | 2 | ||||
22 | Project Management Mastery - Do I consistently finish projects on time? Do I have a consistent backlog that continues to grow? Do I have a clear understanding on how long each phase of the production process takes me? Am I able to make informed decisions about time management to make myself more efficent? | 3 | ||||
23 | Video Leader & Advocate - Do I consistenly find ways to share with others how to use video? Do I share the news of what's happening in the video world and how it impacts my company? Do I assist with challenges others are facing when using the video medium? | 3 | ||||
24 | Average Key Competencies Score | 2.7 | ||||
25 | ||||||
26 | PRODUCTIVITY AVERAGE SCORE | 3.2 | ||||
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28 | Living Our Core Values (next to each write how this specific role should do that) | Score | Comments | |||
29 | Drive • Do you overcome obstacles that come up to achieve your outcomes? Are you self-motivated to problem solve? Do you see challenges as opportunities to provide more value? | 3 | ||||
30 | Attention to Detail • In the past three months, have you hit your deadlines or have you let tasks slip? Do you release content that you are proud of or are you publishing merely to hit a quantity threshold? Are you seen as someone whose high quality of work sets the bar for others or does your work create additional work for those around you? Are you taking the time to analyze what works? Do others see you as someone who refuses to let anything slip through the cracks? | 1 | ||||
31 | Enthusiasm • Are you passionate about what you do for the organization? Do you bring energy and a clear commitment to your goals into your everyday interactions? Do others see you as actively engaged in working toward department and company goals? Do you seek to find a better way to achieve results to further your personal and professional development, along with the good of the organization? | 4 | ||||
32 | Curiosity • Looking back in the last few months, have you dedicated enough time to your own education and development? Have you read books, watched videos or courses, completed certifications, engaged with mentors, etc.? Have you put new lessons into practice in the last few months that helped you grow as a person and as a professional? | |||||
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34 | CORE VALUE AVERAGE SCORE | 2.7 | ||||
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36 | Manager: Stop here and share this document with your manager for review. Prior to meeting with the employee, your manager must give their stamp of approval. Check the box to the left once shared. | |||||
37 | Check the box to the left when approved. | |||||
38 | ||||||
39 | Growth Plan: Employee and Manager Fill Out Together | |||||
40 | Step 1: Calculate the Talent Assessment Score |  | ||||
41 | Talent Assessment Score | A-Potential | ||||
42 | Productivity Average | 3.2 | ||||
43 | Core Value Average | 2.7 | ||||
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45 | ||||||
46 | Step 2: Determine the time until the next Official Performance Review meeting based on the Talent Assessment Score above. | |||||
47 | A | 90 Days or Up to Manager | ||||
48 | "A" Potential | 60 Days or Up to Manager | ||||
49 | B | 30 Days or Up to Manager | ||||
50 | C | Weekly or Transition Plan | Tag the head of the department. | |||
51 | Date of Next Meeting: | -- | Note: This does not reflect the next time you will meet. You will still have one-on ones and any other check-in meetings. This refers to the next time you'll be re-scored and review/reset areas of growth. | |||
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53 | Step 3: Determine/Review Areas of Growth - If this is your first Performance Review: Highlight 3 areas of growth in the chart below that should be completed by the next meeting. Based on the final ratings above, where are some opportunities for the employee to grow? These will likely be the areas where they scored the lowest, but a high performer might choose to work towards mastery of a particular area. - If you have a previous Performance Review: Skip to step 7 to review the outcomes of the last meeting first, then come back and complete this section. | |||||
54 | Areas of Growth | Action Plan | ||||
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59 | Step 4: Employee and coach to sign off on this plan. | |||||
60 | How to sign: At the top of this sheet click Insert > Drawing > Click the downward arrow next to the line icon > Choose scribble > Sign and insert into this sheet | |||||
61 | Employee: | |||||
62 | Coach/Manager: | |||||
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64 | Step 5: The manager duplicates this scorecard, shares it with the employee, and schedules the next official performance review meeting. | |||||
65 | - Below, next to the name of this tab, click the arrow and select "duplicate" to create a new tab. Label it with the date of the next meeting. - Schedule the next meeting. - Share this Performance Review spreadsheet with the employee. | |||||
66 | Date of Next Official Performance Review Meeting: | |||||
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69 | Step 6: In your next meeting, review the outcome of each area of growth. | |||||
70 | Areas of Growth | Action Plan | Was there growth? | |||
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