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.

Allows the speaking party to finish talking before asking questions.

Repeats what the other person was saying to ensure the information is taken correctly.

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.

Builds on good understanding and mutual reliance when given tasks to handle.

2

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

Tries to determine the real situation before making a decision on a certain situation

Supports other employees proposals, during a group's decision-making process, and tries to find ways to make them work

2

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.

Challenges the teams to think creatively and come up with required solutions

Always willing to help where major decision making may be required

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.

Establishes both short term and long term clear and challenging goals that are attainable

Consistently keeps a track record of meeting personal objectives and setting even higher goals

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.

Puts other people's work off until one has completed own tasks in order to avoid getting distracted

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.

Participates in ongoing educational opportunities or professional development programs in order to improve own personal and professional skills

Actively checks the provided information for accuracy and consistency before using it in order to reduce uncertainty

2

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.

Relies on tested and proven forecasting tools to predict future trends

Makes efforts to adjust and respond more quickly to new trends

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.

Gathers knowledge to assist in modeling a process to make it work as expected

Encourages parallel processing of related processes to improve process efficiency

2

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

Seeks for extra assistance from colleagues on complex concepts learned in training sessions

Encourages team members to share concepts learned in training sessions

2

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

How do you give your feedback and does it have any value?

How well do you receive and apply the instructions given out?

[employee comments]
INTERPERSONAL SKILLS:

Do you find it easy to strike a conversation with other people?

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 describe a time when you have had to postpone a project because you did not have the right information to come to a good decision?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
DEVELOPING OTHERS:

Are you a fast learner and can you impart what you learn fast enough?

Do you delight in developing others? capability and making them better?

[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 set goals or have a workable plan that you follow through with?

[employee comments]
PROJECT AND GOAL FOCUS:

How do you communicate your goals to other members of the team? 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:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

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:

How often do you encourage colleagues to undergo training on new procedures?

How often do you use existing benchmarks to complete processes in accordance with the set standards?

[employee comments]
TRAINING OTHERS:

How often do you participate in specialized training and what efforts are you making to look for more training opportunities?

Do you seek for extra assistance from colleagues on complex concepts learned in training sessions?

[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:

Written by on