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

A Film Archivist is responsible for preserving the rich heritage of the cinematic history by making sure that the films are preserved for future generations to enjoy or learn from.

Their primary roles include, organizing and maintaining an archive of collected films, film reels, scripts, production schedules, videotapes, DVDs, CDs and any other form of digitally transferred films, arranging and collating the collection to make it easy to reference especially for film writers, students and historians, cataloging materials as they come in to ensure they are clearly identified, digitizing fragile information, researching new information and materials, assisting those who wish to archive, communicating clearly with the people who come for resources, searching for new items to include in the file.

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.

Expresses openness and candidness when responding to what other have said.

Does not quickly assume what the other person is saying but instead listens to completion.

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.

Appreciates the efforts taken by others to do any task and encourages them to be better.

Follows the company culture strictly and inspires the same from his or her colleagues.

2

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Dresses the part to create both personal and corporate confidence

Wears a bright smile every day that lights up the entire company

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.

Shows great confidence in the ability to meet the challenging set targets

Takes work seriously giving it the required commitment the company asks

2

PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Brainstorms possible ways to resolve the issue at hand and writes down possible solutions even those that seem absurd

Gathers some good knowledge about the problem at hand in order to decrease the uncertain anxiety and fear that one would face when solving it

3

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.

Knows what has to be done and what should not be done

Follows proven time-management systems and appreciates that time is money

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 exceptional ability to capture the perspectives of customers so as to meet their expectations and retain them

Eliminates steps that do not add value to a process and optimizes the steps that add value to a process

3

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Uses existing data collections tools to gather data when conducting a research

Makes effort to identify ideas and concepts that are relevant to a problem

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Makes effort to schedule tasks for the day ahead of time

Shows willingness to learn how to have a work-life balance and create more time for both work and family

2

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

Acknowledges the importance of training and puts extra effort to concentrate during training sessions

Demonstrates willingness to attend training sessions and attends most 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:

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

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

[employee comments]
APPEARANCE AND GROOMING:

Are you introducing a good or bad example to other employees who are watching you?

What is your level of hygiene that you present to others?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you carefully consider the feedback from the management or do you overlook it?

Do you pay careful attention to coaching and implement it in your work?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply?

Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome?

[employee comments]
TIME MANAGEMENT:

Were there any instances where you felt that you took more time to get work done than other times?

Do you make your schedules flexible enough to accommodate emergencies?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

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

[employee comments]
RESEARCH:

Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation?

How often do you break bigger issues into smaller manageable parts when faced with complex situations during research?

[employee comments]
SCHEDULING:

What are you doing to create a balance between quality and quantity when scheduling tasks?

Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation?

[employee comments]
TRAINING OTHERS:

What are you doing to concentrate during training sessions and do you encourage others to concentrate?

How often do you encourage team members to share 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:

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