PERFORMANCE REVIEW FORM

Employee Name: Jaime Krupnick Current Job Title: Coordinator, Special Events Division/Department: SPT/Marketing Reviewer: Craig Smith Review

Period: Manager: Robert Oswaks

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:

HIGH H A crucial part of the employee’s job responsibilities. It is of primary importance to

achieving expected results.

MEDIUM M 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. However, total neglect of it is

unacceptable.

Performance Levels: Exceptional

Performance EP

Performance is consistently above requirements and regularly exceeds expectations. Peers and management recognize employee’s exceptional performance.

Solid

Performance

SP Performance is solid and consistent and may sometimes go above and beyond to exceed expectations.

Development Mode

DM Performance sometimes falls below the minimum requirements and needs to improve or to develop.

Must Progress _MP Performance 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 Performance Levels: Importance Scale: H = High M = Medium L = Low

Performance Levels: EP = Exceptional Performance SP = Solid Performance

DM = Development Mode MP = Must Progress INDIVIDUAL SKILLS (Complete this section for all employees)

1. JOB KNOWLEDGE & EXECUTION Importance Performance

 Demonstrates skills required for the position. H EP

 Performs effectively under work deadlines. H EP

 Organizes and structures assignments and resources effectively. M SP

 Improves work processes and/or performance. M SP

 Achieves expected results. H EP

2. COMMUNICATION Importance Performance

 Prepares written materials that are accurate, clear and complete. M SP

 Listens respectfully. M SP

 Seeks clarification, as necessary. H EP

 Keeps the appropriate people informed by providing timely and accurate information about the “right” matters.

H EP

 Presents verbal information in a clear and concise manner. H SP

3. BUILDING RELATIONSHIPS

 Presents self in a professional manner. H EP

 Treats others with respect. H EP

 Contributes to an environment where people feel appreciated and recognized for their contributions.

H EP

 Manages conflicts constructively. M SP

 States own opinion yet supports the final decision. M EP

 Develops effective working relationship with immediate supervisor. H SP  Develops effective working relationships with internal and external contacts. H EP

 Provides high quality customer / client service. H EP

4. DEVELOPMENT OF SELF & OTHERS

 Seeks specific and timely feedback. M SP

 Addresses current gaps to develop job skills. M SP

 Assumes responsibility for job / professional development. M SP  Serves as a mentor and/or advisor to others by passing on expertise and

lessons learned.

M SP

5. ACCOUNTABILITY

 Acknowledges commitments and communicates status to ensure that expected results are achieved.

M SP

 Seeks clearly defined performance standards against which results will be measured.

M SP

 Accepts responsibility for own actions. H EP

 Represents team throughout the organization and gains support from those who can impact its success.

H EP

 Respects corporate resources. H EP

 Understands goals, expectations, and accountabilities of supervisor. M SP

 Demonstrates consistency between words and actions. H EP

6. PROBLEM SOLVING

 Identifies accurately the sources of problem. M SP

 Presents solutions to problems including the pros and cons of possible courses of action.

H SP

 Makes timely decisions based on all information available. M SP  Focuses on details while keeping the big picture in mind. H EP

7. DEPARTMENT / DIVISION SPECIFIC SKILLS (Optional)

Please include any essential job specific skills not covered on this form.

Importance Performance

  

MANAGEMENT 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 Manager section only, use Non-Applicable (N/A) where appropriate.

1. MANAGING PEOPLE Importance Performance

 Provides training and developmental assignments as appropriate.

 Recognizes and/or rewards others for their contributions and commitment.  Helps others to learn from their experience to recognize opportunities or to

avoid repeating mistakes.

 Hires and promotes qualified staff to meet objectives of the department while contributing to SPE’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. MANAGING WORK FLOW

 Delegates responsibility for results in a way that makes best use of other’s talents and interests.

 Assigns tasks and deadlines effectively.  Manages company resources appropriately.

 Exercises proper oversight of work assignments so as not to abdicate responsibility for results.

3. DEPARTMENT / DIVISION SPECIFIC SKILLS (Optional)

Please include any additional management skills not covered in this form. 

 

SECTION 2 – SKILL SETS COMMENTS

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.

SPT Marketing Quarterly Meetings SPT/SPTI Client Screenings

The Guardian Press and Show events Wheel of Fortune/Jeopardy! Wrap Parties SPTI LA Screenings on the Sony Studios lot SPT/SPTI Corporate Sales Retreats

TCA PYRAMID Press Event HRTS luncheons

Assisted in creating a gift database for SPT/SPTI Corporate gifts

Jaime’s incredible people skills and excellent problem solving abilities assisted SPT Publicity in handling talent at various press events (i.e. TCA) and SPT Marketing in promotional events (i.e. Pyramid Mall 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 Mosko) 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 – DEVELOPMENT 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 Habits of Highly Effective People External Training Courses:

Classes in Event Management, Event & Strategic Marketing, 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:

http://www.corporate.spe.sony.com/HR/Services/LEARNING/LearningLvl3.htm)

Section 4 – Employee Comments

Employee: I have reviewed this performance review form.

Employee Signature Date

Reviewer’s Signature (if other than Manager) Date