Use this step by step explanation to craft a good employee performance feedback review for a digital archivist. Find the right words with quality phrases.
A Digital Archivist is liable for collecting, storing and maintaining digital archives that contain historically significant collections of documents and records. This position is often useful to museums, libraries, government agencies, corporations, and foundations. Here, information like photographs, electronic data, films, clips or recordings is collected and organized.
More responsibilities include selecting and storing records and information that is valuable, following acceptable industry related standards to store data, managing large volumes of data, assisting the researchers to find the data they are looking for, analyzing and researching records required, organizing files using the cataloging process and preparing them for public access, writing descriptions on the preserved records for easier accessibility, creating multiple copies of the registers to ensure it is well backed up for future availability and use.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| 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. | Thinks about what one is going to say before one says it and what the goal for the conversation is Speaks to a potential mediator, to help improve the situation, when one is not making headway with someone and needs to do so | 2 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Dresses well, looks sharp and conducts oneself respectfully in order to make a good first impression when meeting potential business partners Follows up with casual contacts in order to try and build a potential long-term business relationship | 2 |
| CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions. | Solves even the worst conflict in the workplace that no one dares to handle Always suggests original ideas that work well in the company | 2 |
| FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance. | Embraces change with renewed energy to work hard and deliver as per requirements Always knows how to apply new and more efficient approaches to making a better team | 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. | Carries a strong personal orientation that is inspired by real example in the workplace Displays a great initiative and energy in pursuing personal 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. | Regularly checks the progress of own goals in order to stay on track and know whether or not to tweak own actions Ties goals to own values and interests in order to give them more meaning and stay motivated to achieve them | 2 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Trusted to deliver urgent work without compromising on quality and preciseness Creates and implements effective time-saving strategies and has a great sense of timing | 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. | 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. | Encourages automation of manual processes to enhance efficiency and accuracy Uses existing benchmarks to complete processes in accordance with the already set standards | 2 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Shows interest to learn more about online confidentiality, privacy and security 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 |
|---|---|
| DEALING WITH DIFFICULT PEOPLE: How would you deal with a team member who is always picking fights with others or is difficult to work with? What are some of the techniques you have used or things you have done to improve your ability to handle difficult people? | [employee comments] |
| NETWORKING: What qualities do you look for in professionals when networking? What value have you added to the new connections you have made? How do you make them feel part of your team? | [employee comments] |
| CREATIVITY: Are there better methods you know of that can make the company more profitable? Are you stuck to old methods that do not solve today's problems? | [employee comments] |
| FLEXIBILITY: Are you aware of any negligence found in you that is bringing other's down? What areas are you supposed to work on to become better? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Are you part of the accomplishers or losers who contribute to the company's losses? Do you set goals or have a workable plan that you follow through with? | [employee comments] |
| PROJECT AND GOAL FOCUS: Is there a time when you have missed goals? What were those goals and why did you miss them? How do you organize your goals in order to remain focused and make them more achievable? | [employee comments] |
| TIME MANAGEMENT: Were there any instances where you felt that you took more time to get work done than other times? Is there a time you had to seek assistance from another person to solve a problem quickly? | [employee comments] |
| BUSINESS TREND AWARENESS: Can you think of any business trends that you predicted accurately? What efforts are you making to know what customers want? | [employee comments] |
| PROCESS IMPROVEMENT: Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake? How often do you attend think tank and ideation sessions to learn new ideas on improving processes? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: Can you describe a situation where you successfully utilized the power of virtual workplaces to save time and money? Have you ever advocated for the implementation of modern technologies that can assist in sharing and storing data more efficiently? | [employee comments] |
Summary |
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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: |