Use this step by step explanation to craft a good employee performance feedback review for an archivist and records manager. Find the right words with quality phrases.

An Archivist and Records Manager is highly responsible for accurately securing and supervising professional level records management or archival services for an organization.

The primary responsibilities include supervising and training personnel in archival and records management functions and activities, developing procedures to control the creation, maintenance and use of the public records, developing a retention and disposition schedules by the policies, processes materials and finding aids while monitoring the indexing, storage and retrieval of materials, establishing new records management systems, evaluating and verifying existing systems, dealing with enquiries and requests for information from both internal and external clients, destroying or archiving finished data/records, classifying and indexing records.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

Rating Meaning

The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies.

1

Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results.

2

The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work.

3

Supervisor's Feedback

Skill

Comments

Rating

LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained.

Offers constructive feedback to others and accepts when given feedback.

Uses correct body language and gestures when listening to other people talk.

3

INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other.

Effectively manages emotions as well as the emotions of others.

Is assertive and expresses oneself in a respectful and understandable manner.

3

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Gathers evidence and weighs the pros and cons in order to make a more informed decision

Invites other managers to make a joint decision if it's a decision that affects people outside one's own management reach

3

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Always has a clear concept of the future working diligently to make it a reality

Sets goals that are accompanied by well-designed action plans that everyone can use

3

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Carries a strong personal orientation that is inspired by real example in the workplace

Continues to set a trend that cannot be easily reached by any other employee

3

PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value.

Regularly checks the progress of own goals in order to stay on track and know whether or not to tweak own actions

Interacts with people with similar goals in order to get new ideas on how to effectively achieve own goals

2

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Maintains a schedule, calendar, checklist, etc. in order to ensure that small but important details are not overlooked

Estimates how long it takes to perform a routine task and sets aside a specific amount of time for that task each day

3

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Shows interest to learn more skills in scientific and technical market research

Attends many live events to get the attention of clients and prospects

2

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Integrates parallel processing techniques to ensure that related processes can run simultaneously to improve efficiency

Allocates resources with intelligence and efficiency to make processes work better and spend less on them

3

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Takes advantage of each and every training session to advance skill set and career

Shows excitement and eagerness to attend training sessions and is yet to miss any training session

3

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

How well do you assert your opinions and views when having a conversation with someone?

Give an instance that you did not listen carefully and you ended up messing the situation.

[employee comments]
INTERPERSONAL SKILLS:

Give an instance your personality affected your relationships with others. How did you resolve it?

Do you always seek to make people relaxed when they are talking to you or do you use intimidation?

[employee comments]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

How do you involve your bosses and other employees when making an important decision?

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Are you interested in the growth and development of the company?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you ask for coaching or training when you need it or do you delay until it is forced on you?

Do you accept positive criticism that is meant to help you improve your expertise?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have involved other employees in developing your goals? Give an example

What are some of the things that get you distracted when trying to achieve your goals? How have you handled this?

[employee comments]
MANAGING DETAILS:

How do you make sure that you have all the necessary tools before starting a project or task?

How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team?

[employee comments]
BUSINESS TREND AWARENESS:

What efforts are you making to increase your accuracy in predicting future business trends?

Can you think of a new trend that caught you unawares and how did you respond?

[employee comments]
PROCESS IMPROVEMENT:

Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made?

What efforts are you making to improve your ability to detect the root cause of errors in processes?

[employee comments]
TRAINING OTHERS:

What efforts are you making to apply skills learnt in training session to advance your skill set and career?

Can you think of a situation where you improved your learning after evaluating learning outcomes of a training session?

[employee comments]

Summary

Sections 1-4: To be completed by the supervisor

Section 5: To be completed by the employee

1. Exceeds Job Related Expectations

2. Areas to improve

3. Goals completed since last performance feedback

4. Goals for next period

5. Employee comments

Signatures

I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal.
Employee: Date:
Supervisor: Date:
Human Resources: Date:

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