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Sample Resume - Graphic Artist

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					Job Description: Graphic Artist
Division: Department: Reports To: Sales Graphics & POS Marketing Coordinator Salary Grade: FLSA Status: Approved Date: C Exempt

Job Summary Coordinates the writing, designing, laying out, and printing of promotional signs, banners, flyers, and other promotional materials to provide customers with professional POS.

Essential Functions
Essential functions include, but are not limited to, the following: Media Creation Duties * Writes, designs, lays out, and proofreads signs, banners, flyers, and other specialty promotional materials for beer, wine, and supplier sale forces * Generates and prepares signs, banners, and flyers and other specialty promotional materials on computer * Occasionally creates signs and banners by hand Administrative Duties * Enters data regarding sign and banner requests/fulfillments and maintains records * Tracks productivity

Minimum Qualifications
* High School Diploma/GED * At least 21 years of age * Basic knowledge of computers and printers * Ability to use design-related software, including Adobe Photoshop and Adobe Illustrator * Ability to add, subtract, multiply, divide, and perform algebraic and geometric calculations using a calculator * Ability to read, write, speak, and comprehend English language

Preferred Qualifications
* Associates degree from two-year college or technical school * Microsoft Office skills (basic skills in Word, Excel, PowerPoint, Outlook, and Publisher) * Ability to focus on details and perform accurate work * Familiarity with Corel design software and with Quark Express

Supplementary Information
Tools/Equipment * Computer * Calculator * Printer * Cutter * Hand tools Physical Demands While performing the duties of this job, the employee is regularly required to handle, feel, and reach with hands and arms. The employee frequently is required to stand, sit, and talk or hear. Specific vision abilities required by this job include close vision, color vision, hand/eye coordination, and ability to adjust focus. The employee is occasionally required to walk. The employee must frequently lift and/or move up to 75 pounds. Working Conditions While performing the duties of this job, the employee is frequently exposed to fumes or airborne particles. The employee is occasionally exposed to risk of electrical shock. The noise level in the work environment is usually quiet. * Ruler * Laminator * Grommet press * Vinyl machine

Performance Management

Graphic Artist 8/10/2008

Performance Evaluation: Graphic Artist
Evaluation Guidelines Performance management is a continual process designed to foster communication between managers and employees. Managers are encouraged to discuss specific accomplishments and areas that require improvement on an ongoing basis. Performance management includes goal setting, coaching and feedback, recognition, performance improvement and discipline, and performance evaluation. One month prior to this review, ask the employee to complete this form to detail how well he or she has met his or her objectives for this review period. Ask the employee to be prepared to discuss his or her achievements, accomplishments, responsibilities, and future goals—and how those goals will affect department objectives as well as corporate objectives.

Definition of Performance Ratings 4 3 2 Exceeds performance expectations Exceeds some performance expectations Meets performance expectations Meets some performance expectations Does not meet performance expectations

      

Goes above and beyond, consistently exceeding expectations High performance behaviors Meets all basic requirements and exceeds some expectations High performance behaviors Meets all basic requirements Average performance behaviors

1 Less than 1

Meets some, but not all, expectations; needs improvement in quality/quantity of work

 Low performance behaviors  Performs significantly below expectations; performance action required.  Low performance behaviors
2007 Merit Increase Schedule

4 3 2 1 Less than 1

Exceeds performance expectations Exceeds some performance expectations Meets performance expectations Meets some performance expectations Does not meet performance expectations

7.00% of base pay 5.00% of base pay 3.00% of base pay 1.00% of base pay N/A

Employee Name

Today’s Date

Date of Hire

Evaluator

Review Period
March–September

Type of Evaluation:

Goal Review

Performance Management

Graphic Artist 8/10/2008

Competency Review—September
Complete this section based on your direct observations and knowledge of this employee’s performance compared to the target behaviors for each job competency. In the comment sections, use specific examples to support or illustrate your rating. Comments must be given for all competencies. Competency Conscientiousness—Reliability/Rule Following Competency Work Ethic—Work Ethic Competency Internal Customer Service—Internal Customer Service Competency Cognitive Skills—Learning & Numerical Ability Competency Cognitive Skills—Planning/Problem Solving Competency Cognitive Skills—Communication Competency Organizational Citizenship—Organizational Citizenship Rating Competency Conscientiousness—Reliability/Rule Following Work Ethic—Work Ethic Internal Customer Service—Internal Customer Service Cognitive Skills—Learning & Numerical Ability Cognitive Skills—Planning/Problem Solving Cognitive Skills—Communication Organizational Citizenship—Organizational Citizenship 0.00 0.00 0.00 0.00 0.00 0.00 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 X Weight = Weighted Ratin 0.20 0.20 0.20 0.10 0.10 0.10 0.10 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total Rating (sum of weighted ratings)

Performance Management

Graphic Artist 8/10/2008

Performance Improvement Plan (any areas scoring a 1 or below)
If an employee receives scores of 1 or below in any competency, discuss specific areas for performance improvement and arrive at mutually agreed-upon action plans/goals for the coming performance period. Action Plan/Goal Follow-Up Date

Employee Acknowledgment
By signing this form, you confirm that you have discussed this review in detail with your manager. Signing this form does not necessarily indicate that you agree with this evaluation.

Employee Signature

Date

Manager Signature

Date

Performance Management

Graphic Artist 8/10/2008

Career Development Goals
Discuss with the employee specific areas for career development and arrive at mutually agreed-upon action plans for the coming performance period. Career Development Goal Action Plan Follow-Up Date

Employee Acknowledgment
By signing this form, you confirm that you have discussed this review in detail with your manager. Signing this form does not necessarily indicate that you agree with this evaluation.

Employee Signature

Date

Manager Signature

Date

Performance Management

Graphic Artist 8/10/2008

Compensation Summary and Employee Acknowledgment
Employee Name
0

Today’s Date

Date of Hire

Evaluator
0

Review Period
March–September Goal Review

Type of Evaluation:

Compensation Overview
Current base pay rate Merit increase percentage Merit increase dollar amount New base pay rate Bonus amount (if applicable)

#N/A #N/A #N/A

Employee Acknowledgment
By signing this form, you confirm that you have discussed these changes with your manager.

Employee Signature Manager Signature

Date Date

Performance Management

Graphic Artist 8/10/2008

Graphic Artist
Conscientiousness Reliability/Rule Following Work Ethic Internal Customer Service Internal Customer Service Cognitive Skills Learning/Numerical Ability Planning/Problem Solving Communication Organizational Citizenship Organizational Citizenship

Performance Management

Graphic Artist 8/10/2008

Conscientiousness—Reliability/Rule Following
The degree to which one does what is expected of him/ her and can be depended upon to adhere to one's schedule and work requirements. Behavior # Low Performance Behaviors 0 1 Violates rules or instructions because following them may be inconvenient. Does not complete projects and assignments in a timely and accurate manner. Often misses work or arrives late without adequate justification or notification; often takes more time for breaks than allotted; repeatedly fails to clock in/out. Displays an unprofessional appearance (e.g., untidy or inappropriate attire). Average Performance Behaviors High Performance Behaviors 2 3 4 Follows rules or instructions even though it Follows all rules or instructions is inconvenient to do so. completely, even though it may be very difficult to do so. Completes projects and assignments in a Completes projects and assignments in timely and accurate manner with minimal a timely and accurate manner without reminders. the need for reminders. Generally comes to work when expected and arrives on time; usually adheres to scheduled break times; usually clocks in/out as required. Displays a professional appearance most of the time. Displays an exceptional attendance record and can be counted on to arrive at work on time; consistently returns from breaks on time; always clocks in/out. Displays a professional appearance all of the time. Comments Score Weight 0.25 Total Score

1 2

0.00 0.00

0.30

0.25

3

0.00
0.20

4

0.00 0.00

Conscientiousness—Reliability/Rule Following

Overall Rating

1.00

Performance Management

Graphic Artist 8/10/2008

Work Ethic—Work Ethic
The degree to which one displays initiative integrity, focus, accountability and generally works hard while on the job. Behavior # Low Performance Behaviors 0 1 Reacts defensively or emotionally to stress and setbacks; is unable to put aside concerns to get the job done. Average Performance Behaviors 2 Handles stress and setbacks, but may show signs of frustration or emotion from time to time; maintains the focus needed to get the job done. Accepts responsibility for mistakes made on the job when confronted by others. High Performance Behaviors 3 4 Takes a calm and constructive approach to stress and setbacks; puts aside personal concerns and focuses on getting the job done with ease. Comments Score Weight 0.15 Total Score

1

0.00
0.15

2 3 4 5 6 7 8

Does not accept responsibility for mistakes made on the job.

Delays the start of work and exerts a minimal amount of effort. Makes decisions based on the easiest or most personally rewarding course of action without regard for ethics. Generally does not maintain a clean work area. Produces a low volume of work; takes more time than should be required for completing tasks. Avoids opportunities to take on additional responsibilities; avoids extra tasks. Does not clean and maintain equipment and/ or work area; is unconcerned with conditions of work environment.

Informs others when he/she has made a mistake and openly accepts responsibility for it, regardless of the consequences. Usually starts working upon arrival and Starts work immediately and exerts a exerts an adequate amount of effort. great amount of effort. Makes ethical decisions, displaying integrity Makes ethical decisions, displaying when it is easy to do so. genuine integrity even when it is difficult to do so. For the most part, can be counted on to maintain a clean work area. Produces an acceptable volume of work; completes tasks within the expected time frame. Accepts additional responsibilities when asked; assists with extra tasks when asked. Does the bare minimum to clean and maintain equipment and/ or work area. Maintains work area in excellent conditions. Produces a high volume of work; completes tasks faster than most others without sacrificing accuracy/quality. Seeks out additional responsibilities; independently initiates extra tasks. Goes out of one's way to clean and maintain equipment and/ or work area; takes pride in maintaining a neat work environment.

0.00
0.10 0.20

0.00 0.00

0.10 0.10

0.00 0.00

0.10

0.00 0.00

0.10

Work Ethic—Work Ethic

Overall Rating

1.00

0.00

Performance Management

Graphic Artist 8/10/2008

Internal Customer Service—Internal Customer Service
The degree to which one is oriented towards serving others within the company and actively attends to their needs with professionalism and despite difficulties. Behaviors # Low Performance Behaviors Average Performance Behaviors 0 1 2 Shows little or no interest in providing Provides relevant assistance to other assistance to other company personnel company personnel making requests, if making requests. little or no personal sacrifice is involved. High Performance Behaviors 3 4 Goes out of one’s way, within reason, to provide relevant assistance to other company personnel making requests, in spite of personal costs. Comments Score Weight 0.15 Total Score

1

0.00
0.15

2

3

4

5

Tolerates difficult individuals and responds Defuses and resolves a tense situation tactfully. by responding to others with tact, empathy, and patience. Most of the time, keeps emotions under Handles difficult situations or control; tolerates stressful situations with emotions with ease and composure; supervisor assistance; generally masks effectively manages stressful situations frustration. without supervisor assistance; masks frustration. Rarely follows up with others to Follows up with others to ensure that Proactively follows up with others to ensure that requests or concerns are requests or concerns are resolved. ensure that requests and concerns are resolved. always resolved; watches out for signs of additional concerns. Displays an unprofessional appearance Displays a moderately professional Displays a highly professional and attitude that is not representative appearance and attitude, usually consistent appearance and attitude that is of Monarch Beverage's image (e.g., with Monarch Beverage's image (e.g., exemplary of Monarch Beverage's inappropriate attire, negative attitude). appropriate attire, positive attitude). image (e.g., appropriate attire, positive attitude).

Loses control and/or responds inappropriately when faced with difficult individuals. Reacts defensively or emotionally to setbacks; reacts to stress by panicking or complaining to others; has outward displays of frustration.

0.00
0.20

0.00
0.30

0.00
0.20

0.00

Internal Customer Service—Internal Customer Service

Overall Rating

1.00

0.00

Performance Management

Graphic Artist 8/10/2008

Cognitive Skills—Learning & Numerical Ability
The degree to which one effectively and efficiently learns and utilizes the required job knowledge, skills, and information. Behavior # Low Performance Behaviors 0 1 Applies little effort to obtain new procedural or product knowledge. Does not understand explanations or instructions; requires frequent repetition. Requires frequent assistance or repeatedly makes errors when working with equipment and requests. Average Performance Behaviors 2 Accepts opportunities to obtain new procedural or product knowledge. Understands explanations or instructions if thorough or with minimal repetition. High Performance Behaviors 3 4 Takes the initiative to obtain new procedural or product knowledge. Quickly understands explanations or instructions with no repetition. Comments Score Weight 0.30 0.40 Total Score

1 2 3

0.00 0.00 0.00

Requires occasional assistance or makes an Works with equipment and requests occasional error when working with without assistance from others and equipment and requests. with minimal errors.

0.30

Cognitive Skills—Learning & Numerical Ability

Overall Rating

1.00

0.00

Performance Management

Graphic Artist 8/10/2008

Cognitive Skills—Planning/Problem Solving
The degree to which one the plans various steps/ tasks in one's work processes, manages time, and navigates through unexpected situations. Behavior # Low Performance Behaviors 0 1 Requires assistance and struggles to adapt when unexpected situations arise. Misjudges amount of time needed to accomplish work; does not monitor progress against time. Requires excessive time or guidance to make decisions; makes decisions without thinking about alternatives or consequences. Encounters preventable, typical problems on a repeated basis. Average Performance Behaviors 2 Shows some level of adaptability and requires little assistance when unexpected situations arise. Understands time requirements for work; usually monitors progress against time. High Performance Behaviors 3 4 Easily adapts to handle unexpected situations with minimal or no assistance. Prioritizes work based on time available; continuously monitors progress against time to ensure efficiency. Consistently makes quick decisions on own; always thinks through alternatives and consequences before making decisions. Prevents typical and unfamiliar problems; devises ways to avoid reoccurrence and to address unique problems. Quickly and accurately identifies underlying issues or causes of problems, without assistance. Continually plans for how his/her work will impact other people or processes; understands the big picture relationships across departments. Foresees simple and complex problems, and plans accordingly; effectively prioritizes demands according to urgency and importance. Comments Score Weight 0.20 Total Score

1 2

0.00 0.00

0.20

3

4

Makes decisions within a reasonable amount of time and usually without guidance; usually thinks through alternatives and consequences. Prevents typical problems; learns from experience to handle problems that do arise. Identifies underlying issues or causes of problem over time, or with assistance.

0.10

0.00
0.15

0.00
0.10

5

6

Attempts to solve problems by only looking at surface issues; neglects to think about underlying issues or causes. Acts as if his/her work does not impact other people or processes; fails to see connections beyond his/her department.

0.00
0.10

Understands the big picture and potential impact of his/her work on other people or processes, yet does not always turn that understanding into action.

0.00
0.15

7

Does not foresee simple problems; Foresees simple problems and plans makes poor choices when prioritizing accordingly; prioritizes demands, but may demands. not consider all relevant factors when doing so.

0.00

Cognitive Skills—Planning/Problem Solving

Overall Rating

1.00

0.00

Performance Management

Graphic Artist 8/10/2008

Cognitive Skills—Communication
The degree to which one is able to adequately convey and receive messages and maintain open exchanges of information through speech and writing. Behavior # Low Performance Behaviors Average Performance Behaviors 0 1 2 Does not pay attention to what others Pays attention to what others are saying. are saying. High Performance Behaviors 3 4 Actively listens to what others are saying and asks for clarification when needed. Exhibits difficulty when responding to Responds appropriately to others' Expertly responds to others' others' questions. questions. questions, providing detailed explanations when needed. Does not keep appropriate parties Makes some effort to keep appropriate Proactively keeps appropriate parties informed; does not notify supervisor parties informed; notifies supervisor of informed; quickly notifies supervisor of important issues when needed or important issues when needed or required. of important issues when needed or required. required. Does not speak clearly and logically. Speaks clearly and logically. Displays exceptional speech clarity and logic. Makes several errors in projects and Usually completes projects and assignments Consistently completes projects and assignments. accurately. assignments with a high degree of accuracy. Comments Score Weight 0.20 Total Score

1 2 3 4 5

0.00 0.00 0.00

0.20

0.20

0.10 0.30

0.00 0.00 0.00

Cognitive Skills—Communication

Overall Rating

1.00

Performance Management

Graphic Artist 8/10/2008

Organizational Citizenship—Organizational Citizenship
The degree to which one is a loyal, team-oriented employee and displays a positive attitude towards work, others, and the organization as a whole. Behavior # Low Performance Behaviors 0 1 Provides minimal assistance to other graphic artists and company personnel. Reacts poorly to being asked to help coworkers; is slow to pitch in. Average Performance Behaviors 2 Provides assistance to other graphic artists and company personnel when it does not require personal sacrifice. Helps coworkers when asked/directed; pitches in eventually. High Performance Behaviors 3 4 Provides assistance to graphic artists and company personnel in spite of personal costs. Finds ways to help coworkers without being asked/directed; quickly pitches in at every opportunity. Comments Score Weight 0.20 Total Score

1 2 3 4 5 6

0.00 0.00

0.15

Displays a poor attitude and is inflexible towards changes in demands and schedule. Shows disrespect or a lack of understanding for diversity in people and opinions. Resists direction from authority.

Displays a reasonable attitude and tolerates Displays a positive attitude and quickly changes in demands and schedule. adapts to changes in demands and schedule. Shows a general understanding of and Fosters a deep appreciation for respect for diversity in people and diversity in people and opinions. opinions. Accepts direction from authority. Trusts authority.

0.15

0.00 0.00 0.00 0.00 0.00

0.15

0.15 0.20

Appears unconcerned or unfamiliar Maintains awareness of and adheres to Embodies and promotes Monarch with Monarch Beverage's mission and Monarch Beverage's mission and principles. Beverage's mission and principles. principles.

Organizational Citizenship—Organizational Citizenship

Overall Rating

1.00

Performance Management

Graphic Artist 8/10/2008


				
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