Use this sample and step by step explanation to craft a meaningful 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 |
|
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. | Does not know how to give feedback and asks irrelevant questions. Show signs of being easily distracted by other things during a conversation. | 1 |
| 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. | Can comfortably get into a conversation with just about anyone. Influences those around in a very positive way and inspires them to be the best that they can be. | 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. | Does not allow group members to air their views; posts items on the discussion boards more than the group members Only presents information in text form; does not use diagrams to simplify complex information | 1 |
| 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. | Listens to what the impossible person says instead of focusing on people who make one feel good and valued Does not know how to choose own battles; confronts difficult individuals with pride even when one knows they are not going to win the argument | 1 |
| 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. | Submits both to the management and coworkers giving everyone an easy time Always wears a smile while serving others no matter the situation | 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. | Looks for other people to do personal duties and claims to have done them Takes the management very lightly and does not respect others | 1 |
| 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. | Sets goals that cannot be achieved in the time frame that one has set for each goal and for oneself Sets "negative" goals, which makes one lose motivation needed to accomplish them easily | 1 |
| 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. | Engages in side conversations during meetings and uses the phone in most meetings Hardly makes introductions during meetings and does not observe ranking when making introductions | 1 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Does not show willingness to learn more about new technology fields Rarely uses modern communication trends such as instant messages and video conferencing | 1 |
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] |
| INTERPERSONAL SKILLS: How well do you work with those around you to ensure things are done? Do you always seek to make people relaxed when they are talking to you or do you use intimidation? | [employee comments] |
| FACILITATION: Is there a time when your group did not meet a project deadline? If yes, why? What did you do? How do you encourage group members to stay motivated when there is work pressure? | [employee comments] |
| DEALING WITH DIFFICULT PEOPLE: Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her? 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: Describe a networking event that changed your career life. What was the event about? What happened? What are some of the things you don't like about networking events and networking in general? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts? Do you choose who to support and who not to offer assistance? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you carefully consider the feedback from the management or do you overlook it? What measures are you meaning to use to become better in executing your duties? | [employee comments] |
| PROJECT AND GOAL FOCUS: Is there a time when you have involved other employees in developing your goals? Give an example Describe a time when you have missed an important project deadline due to poor planning. What did you do? | [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 respond to messages promptly and always call back? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: Can you describe a situation where you successfully utilized the power of virtual workplaces to save time and money? 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: |