Use this step by step explanation to craft a good employee performance feedback review for a collections management archivist. Find the right words with quality phrases.
A Collections Management Archivist is liable for development, storage and preservation of collections and cultural heritage to satisfy the needs of the individual collector or the organization at large. This position ensures the long-term safety and sustainability of the cultural objects without fail.
Primary responsibilities include recording archival descriptions in collection management, promoting efficient processing and report to minimize backlogs, managing the life cycle of archival collections in a broad spectrum of archival functions, facilitating access to archival collections, comparing management tools and systems to find out what works best, integrating group management tools with other systems, facilitating access to archival collections through available records.
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 |
|---|---|---|
| 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. | Maintains eye contact when listening to the other party that is talking. Shows great attentiveness when being addressed by the other party. | 2 |
| SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds. | Checks areas of concern in the facility to ensure that precautions have been met Regularly checks all tools and equipment in order to make sure that they are well maintained and safe to use | 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. | Obtains the required training and trains others to grow their prowess Displays a high degree of tenacity in working with the teams to deliver quality work | 2 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Carries a large amount of expertise on legal guidelines regarding equitable treatment of employees Takes quick action to advise employees who engage in unfair treatment | 2 |
| EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling. | Listens well and also pays attention to nonverbal communication, picking up subtle cues almost subconsciously Takes an active interest in colleagues concerns and shows sensitivity to their feelings and perspectives | 3 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Identifies and shares with other employees short-term strategies to overcome problems or take advantage of opportunities Understands the impact of changing customers' needs to the future of the company | 2 |
| PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results. | Asks hard questions, uses diagrams and illustrations or tries to do whatever possible to solve a problem Investigates things for oneself rather than assuming that the other person knows what he/she is talking about | 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. | Creates a vision board to help one visualize end goals more clearly and get inspired to take consistent action Writes down own goals with actionable commitments in order to make them real | 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. | Demonstrates willingness to learn new procedures and encourages others to undergo training on new procedures Makes effort to understand the cause of errors in processes and puts enough effort to correct the errors | 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 Prepares for training sessions ahead of time in order to understand most of the content that trainers are giving | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How do you give your feedback and does it have any value? What are some of the distractions that you have that prevent you from having a good conversation with someone? | [employee comments] |
| SAFETY AT WORK: Describe a time when an accident happened at work. What caused the accident? What did you do to help those who were involved? If you were chosen to conduct a company's safety audit, how would you go about it? | [employee comments] |
| DEVELOPING OTHERS: Are you reliable to train and coach the employees to produce a better workforce? What do you spend your energies on ? development or bringing down? | [employee comments] |
| ETHICAL BEHAVIOR: Can you be trusted in all you do and say to be honest? Have you fostered an atmosphere of fair treatment in the workplace? | [employee comments] |
| EMPATHY: How can you tell that a colleague needs help? What steps would you go through to provide comfort? What is one thing you wish other colleagues knew about you, but they don't? | [employee comments] |
| CONCEPTUAL THINKING: Can you describe a time you were able to identify underlying or key issues in a complex situation? How did you go about it? Is there a time when you had to analyze information and make a recommendation? How did you go about that? | [employee comments] |
| PRACTICAL THINKING: Describe a situation that required you to think practically at work. What steps did you take to accomplish this? How do you ensure that a certain source of information is reliable? Is there a time when you have made mistakes because someone had given you the wrong information? How did you handle the situation? | [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? Describe a time when you have missed an important project deadline due to poor planning. What did you do? | [employee comments] |
| PROCESS IMPROVEMENT: How often do you encourage colleagues to undergo training on new procedures? What efforts are you making to improve your ability to detect the root cause of errors in processes? | [employee comments] |
| TRAINING OTHERS: How often do you encourage team members to take part in training sessions? What are you doing to prepare for training sessions ahead of time? | [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: |