Use this sample and step by step explanation to craft a meaningful 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

  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

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.

Judges a difficult person as right or wrong immediately without first putting oneself in their place

Does not know how to use defense mechanisms such as humor in order to diffuse an uncomfortable situation

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Creates time to review the names and details of new contacts in order to get ready for future appointments

Scans one's feed on social media in order to see what is happening in one's corner of the business world and track competition

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.

Very rigid with the old ideas refusing to give them for new solutions

Avoids and keeps away from projects that call for creative thinking

1

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.

Struggles to accept new work assignments and training on handling new jobs

Rarely helps others in their department or research based activities

1

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.

Listens and adheres to active counsel regarding the business strategies

Helps weak employees meet their goals and beat deadlines with ease

2

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.

Avoids distractions such as answering non-work related calls in order to remain focused on accomplishing own tasks

Creates a diary that documents the goal pursuit in order to get clarity on the goals

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.

Always attempts to do unrealistic amount of work rather than delegating some task to other employees

Spends a lot of time crafting excuses and lacks sense of urgency

1

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.

Hardly bothers to know the latest business trends and rarely implements policies that can drive change towards new trends

Rarely bothers to know what customers want and ends up losing existing customers and prospects

1

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.

Does not bother to implement parallel processing aimed at improving efficiency of processes

Fails to map existing processes and does not utilize existing business process models when attempting to capture complex scenarios

1

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Shows little interest to learn more about online confidentiality, privacy and security

Hardly advocates for the implementation of modern technologies that assist in sharing and storing data efficiently such as cloud storage

1

Self Evaluation

Self Evaluation Question

Employee Comments

DEALING WITH DIFFICULT PEOPLE:

Can you describe a time when you have had a conflict at work? How did you solve it? What could you have done to avoid it?

When you work with a group of people, disagreements are common. Can you describe a time when you handled a disagreement in your workgroup? How was it solved?

[employee comments]
NETWORKING:

Which methods have you used to find new business connections? Why? Which one of these methods have you found to be the most effective?

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:

Have you exhausted all your creative skills and solutions that would be beneficial to the business?

Do you believe you have now the experience to make better decisions in situations where you've done wrong ones?

[employee comments]
FLEXIBILITY:

Are you flexible enough to take on new urgent tasks that do not originally belong to you?

Are you able to handle more than one task within a given period?

[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:

How many company goals have you achieved in the past six months? What approach did you take to reach them?

What are some of the things that get you distracted when trying to achieve your goals? How have you handled this?

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

What attempts are you making to speed up your productivity without compromising on the quality of work?

[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:

Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake?

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

[employee comments]
TECHNOLOGY TREND AWARENESS:

What efforts are you making to learn more about data mining techniques?

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:

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