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

A Cataloguing Archivist is responsible for assembling, cataloging, preserving, provision, care, and management of the permanent collection of historical information that is intended to safeguard the past and allow others to discover it. This position works with a wide variety or public and private sector organizations and may require a single hand to assume a lot of responsibilities.

Primary responsibilities include producing teaching materials, evaluating selecting, retrieving and arranging materials, answering enquiries, storing and preserving perishable documents, making the archives accessible to a wide range of users, identifying and bidding for funding, negotiating the acquisition of new collections, supervising staff and budgets, specializing in the care and provision of particular types of information like maps and videos.

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.

Allows the speaking party to finish talking before asking questions.

Shows great concentration and enthusiasm when listening to other people.

2

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.

Tries as much as possible to make people feel comfortable at all times.

Knows how and when to give constructive feedback to others and easily accepts correction.

2

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Breaks larger groups into smaller groups in order to encourage adequate participation and allow every member to interact

Arrives at the meetings early in order to create a warm environment and show others that one is serious and ready to discuss

2

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Keeps one's cool and avoids resorting to name-calling no matter the response of the other person

Sticks to the facts without feeling the need to explain oneself; states a clear narrative that isn't bogged down with too much detail or emotion

3

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Uses social media to stay abreast of new developments in one's field and to know the status of projects one is interested in

Balances the amount of talking one does with the amount of talking the other person does, in order to know when to ask questions, while networking

2

EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally.

Helps those who require assistance without checking their age, race, color or position

Works towards creating a peaceful work environment by adhering to the rules and regulations

2

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.

Sets challenging yet realistic goals and designs strategies to achieve them

Takes work seriously giving it the required commitment the company asks

2

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.

Avoids distractions such as answering non-work related calls in order to remain focused on accomplishing own tasks

Writes down own goals with actionable commitments in order to make them real

2

BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world.

Shows up on time for meetings, makes efforts to avoid missing meetings and prepares for meetings on time

Avoids criticizing others and accepts that everyone is trying their best

2

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Encourages colleagues to utilize the power of virtual workplaces to save time and money

Shows willingness to learn new technology trends and asks for assistance when faced with problems related new technologies

2

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:

Are you always approachable or people tend to find it hard to approach you?

Do you normally take the time to build meaningful and positive relationships with others?

[employee comments]
FACILITATION:

What methods of communication have you used to pass information to group members?

Who is in charge when you are away? How do you make sure that the person understands what you expect of him/her?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to deal with a difficult person at work? What was the problem? How did you go about it?

When you work with a group of people, disagreements are common. Can you describe a time when you handled a disagreement in your workgroup? How was it solved?

[employee comments]
NETWORKING:

Which methods have you used to find new business connections? Why? Which one of these methods have you found to be the most effective?

What value have you added to the new connections you have made? How do you make them feel part of your team?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts?

Are you accommodating to other people who are of a different race, age or color?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you willing to change tactics and part of the winning team?

What strengths do you have that you can use to work better?

[employee comments]
PROJECT AND GOAL FOCUS:

Where do you see yourself in the next five years? What are you going to do to achieve this?

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

[employee comments]
BUSINESS ETIQUETTE:

Are you making any efforts to build and nurture relationships and do you create time to meet people?

What efforts are you making to improve your listening skills?

[employee comments]
TECHNOLOGY TREND AWARENESS:

Are you making any efforts to learn more about internet security, privacy, and confidentiality?

How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently?

[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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