Use this step by step explanation to craft a good employee performance feedback review for an associate curator. Find the right words with quality phrases.

An Associate Curator is tasked with the primary role of overseeing the preservation of important items, documents, and collections for the purpose of research and reference. He or she will get to offer technical assistance to the curator from time to time and ensure that the affairs of the place are running smoothly and efficiently.

He or she will also get to perform the following tasks; administering collections such as artwork, and historic items; assist the curator in conducting instructional, research, or public service activities of institution; organizing artifacts for purpose of preserving them; ensure proper cataloging of artifacts and collectables; facilitate acquisition of various collected items ; assist in conducting tours and organize workshop.

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

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Knows how to articulate issues and at the same time solicit sensitive information and data.

Promotes a peaceful and productive working environment for all staff members.

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.

Disagrees gracefully and respectfully when he or she does not accept or agree on a particular thing.

Knows how to solve problems by coming up with workable solutions effectively.

3

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Clearly articulates the desired outcome; begins with the end in mind and specifies the desired results

Makes sure that the person assigned the task knows that he/she needs to report any problem associated with the project or task at hand

3

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Provides the necessary support during the times of organizational change

Maintains a working area that stimulates the growth of individual employees

3

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Identifies something positive in the midst of negativity and changes perception about that situation

Does not listen to people who are full of non-constructive criticism and discouragement

3

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Is not shy to ask questions when feeling uncertain or insecure and uses the information to perform tasks efficiently

Is honest about one's personal goals and expectations and makes an effort to remain true to them

3

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Uses advanced methods and techniques to identify the intricacies of a situation and how they may impact the outcome

Applies simple rules, past experiences, and common sense to identify issues and problems in the company

3

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Takes new responsibilities for the team and motivates the team members to remain focused on attaining the company's goals

Creates time to reflect on one's own behavior and the impact it has on other employees, the company, and the customers

3

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Develops alternative visions of the company and works closely with the management team to choose the most compelling company vision

Makes sure that the set goals are things that one wants to achieve rather than things that one wants to avoid

3

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Takes a moment to relax before starting any task in order to feel energized to work and remain focused

Monitors daily activities in order to identify activities that might be time wasters and those that actually further own goals

3

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

Being in a leadership role, do you feel you influence those around you positively?

How objectively are you when handling issues and are you governed by reason or emotions when performing your administrative roles?

[employee comments]
INTERPERSONAL SKILLS:

How well do you work with those around you to ensure things are done?

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

[employee comments]
DELEGATION:

Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it?

How do you ensure that the person you assign a task has understood all the instructions?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you give enough directions to the employees or you leave them to figure things out?

Do you reward employees who are working hard reaching their goals all the time

[employee comments]
ENTHUSIASM:

What are some of the career-related actions you took and you were pleased you took them? What pleases you about your actions?

Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done?

[employee comments]
SELF CONFIDENCE:

Is there someone who has contributed to your self-confidence? What did that person do to build up your feeling of self-worth?

Have you had times when others questioned your ability to handle a certain task? How have you handled such situations?

[employee comments]
CONCEPTUAL THINKING:

Describe a problem you were solving where you had to work with a concept that was abstract rather that tangible and concrete. What was the outcome?

Is there a time when you had to analyze information and make a recommendation? How did you go about that?

[employee comments]
PERSONAL DRIVE:

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

If you were given a management role, how would you create a working environment that employees found motivating?

[employee comments]
LONG RANGE PLANNING:

Who do you involve when deciding on a long-range plan for your company and why?

What are some of the things you have done to improve your ability to plan for the future?

[employee comments]
ORGANIZATIONAL SKILLS:

Give a specific example of a project you have done that perfectly describes your organizational skills. How did you go about it?

How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks?

[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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