Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an audiovisual archivist. Find the right words with quality phrases.

An Audiovisual Archivist is responsible for conservation, preservation and maintaining the data of the audiovisual format like films, magnetic videos, audio tapes, optical and digital media. This role requires an individual who has specialized training and understanding of history and its importance to future generations. The Library is the most likely place for this position to be utilized, but any other organization can adopt it for easier data management. Other important tasks include creating and implementing policies and procedures for handling the stored data, managing and availing the data as required as per the company's policies, collaborating with other departments to recommend and oversee equipment and handling of the stored data, researching and following the copyright laws related to these materials, preserving and providing access to the materials stored.

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.

Does not maintain an open mindset to whatever the other person is trying to put across.

Show signs of being easily distracted by other things during a conversation.

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.

Asks the difficult individual a question regarding the issue, such as, "Why do you feel this way?" in order to show them that one is willing to find the source of the disagreement

Avoids confrontational body language, such as maintaining eye contact for long periods of time or making aggressive gestures

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.

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.

Sets very unrealistic goals which are not fulfilled or realized

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.

Puts other people's work off until one has completed own tasks in order to avoid getting distracted

Writes specific objectives in order to flesh out own goals and identify what one wants to accomplish

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Trains every member of the team on good time estimation skills in order to maintain accurate schedules

Regularly checks in with team members either in person or by phone in order to see how things are going and address issues

2

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 forecasting tools that are not tested and proven

Hardly observes competitors and pays little attention to the trends that make competitors thrive

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.

Fails to eliminate steps that do not add value to a process and hardly optimizes the steps that add value

Rarely attends think tank and ideation sessions that can assist in learning more ideas that can improve processes

1

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.

Hardly bothers to look for better and new ways to approach problems

Shows unwillingness to learn how to use mathematical techniques to manipulate data

1

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

Assumes to know everything and does not seek for extra assistance from colleagues on complex concepts learned in training sessions

Constantly fails to prepare for training sessions ahead of time

1

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

Give an instance that you have been defensive during a conversation. How did it turn out?

Do you always seek for clarification on issues you do not understand when conversing with someone?

[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?

How would you deal with a team member in your group who constantly talks more than all the others? Is there a time when this ha happened at work?

[employee comments]
FLEXIBILITY:

Are you a fast learner willing to research and learn new tricks quickly?

What areas are you supposed to work on to become better?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you willing to change tactics and part of the winning team?

What measures are you meaning to use to become better in executing your duties?

[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?

How do you keep track of your project to make sure everything is in order?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have met resistance while trying to implement a solution to a future problem? Describe the situation

When hiring employees, how do you make sure that they are the best fit for the position at hand?

[employee comments]
BUSINESS TREND AWARENESS:

What efforts are you making to increase your accuracy in predicting future business trends?

What efforts are you making to overcome competition and what strategies are you using to get new opportunities?

[employee comments]
PROCESS IMPROVEMENT:

How often do you encourage colleagues to undergo training on new procedures?

How often do you eliminate steps that are of no value in a process?

[employee comments]
RESEARCH:

What efforts are you making to improve your research methods?

What efforts are you making to improve your critical thinking skills when examining the validity and truth of arguments?

[employee comments]
TRAINING OTHERS:

How often do you participate in specialized training and what efforts are you making to look for more training opportunities?

What are you doing to prepare for training sessions ahead of time?

[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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