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

An exhibitions curator is responsible for the acquisition and care of collections as well as making decisions about the objects to select for an exhibition, oversees their documentation, conducts research about the collection and shares it with the public through publications and exhibitions and also packages the art for transportation.

Other duties that may be associated with the role include being a subject specialist who conducts research on the art and provides guidance to the organization on what to collect, organizing exhibitions that are collection-based, develop and curate exhibitions, develop exhibition schedule, promote travelling exhibitions, create impressive gallery presentations, integrate educational information and research to lectures, gallery didactics and public programs that are easily accessible as well as maintain good relationships with community members and artists.

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

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.

Does not take the time to develop and sustain positive and beneficial relationships.

Is not patient enough to handle issues and does not have a high tolerance level.

1

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Ensures the project's or task's success through ongoing monitoring and communication as well as provision of credit and the required resources

Assigns smaller tasks to newer employees in order to build their competence and confidence

2

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Uses a work area that is a giant mess making it impossible to find information required on time

Establishes unrealistic plans that cannot work for anybody in the organization

1

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Always has negative thoughts and is always looking at the glass as half empty

Is not proactive and does not see the need to initiate things

1

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Sees trends, patterns and missing pieces when looking at information and tries to draw links between the information and the context

Anticipates, understands and acts upon the forces that will help improve one's working environment

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Shares high-level objectives with team members in order to ensure that each individual is in alignment with the company's vision and mission

Sets realistic goals, believes that one can achieve them, and eliminates negative thoughts that can bring one down

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Gives up when one encounters barriers that seem to impede own progress on long-range planning instead of modifying the plan accordingly and moving forward

Does not seek help from others even when one really needs it or doesn't understand a crucial part of the long-range planning process

1

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Keeps all the work to oneself instead of delegating it to other employees when one feels bogged down

Performs complex tasks later in the day when own mind feels bogged down thus ends up not completing them or submitting poor work

1

WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company.

Often fails to acknowledge cited works and shows little understanding of the appropriate referencing styles

Understands very few components of writing reports and proposals and does not show interest to learn more

1

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Does not understand how to work with graphical information and does not know how to use graphical software

Rarely thinks outside the box and is always unable to come up with a solution to solve a problem

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERPERSONAL SKILLS:

Give an instance that your feelings and emotions became a hindrance to building meaningful relationships with others?

How well do you receive instructions and follow them through to achieve the desired results?

[employee comments]
DELEGATION:

Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved?

What are some of the things you have done to improve your delegation skills?

[employee comments]
PLANNING AND SCHEDULING:

Are there any new goals or responsibilities that you have assumed since your last evaluation?

Do you have a workable daily schedule that you consistently follow?

[employee comments]
ENTHUSIASM:

What are some of the career-related actions you took and you were pleased you took them? What pleases you about your actions?

Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done?

[employee comments]
CONCEPTUAL THINKING:

Describe the most complex task you have ever accomplished. What information did you use when handling this task?

Is there a time when you had to analyze information and make a recommendation? How did you go about that?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[employee comments]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

How have you helped your team members meet their long-term goals? How has this benefited the company at large?

[employee comments]
ORGANIZATIONAL SKILLS:

What are some of the tools that you have used to organize your tasks at work? Would you recommend these tools to other employees?

In your opinion, which is the best time to work on complex tasks? Which time works best for you?

[employee comments]
WRITING REPORTS AND PROPOSALS:

What are you doing to improve how you connect with target audience when writing reports and proposals?

What efforts are you making to meet the needs of the target audience when writing reports and proposals?

[employee comments]
ANALYTICAL SKILLS:

Can you think of a small problem you ever identified and solved before it could turn into a big problem?

How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis?

[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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