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

An Exhibits Curator is primary responsible for assembling, cataloging, and managing all displayed artistic and cultural collectibles and artifacts. He or she manages all items within an art gallery or exhibition center. He or she will work to ensure that all information and data related to the collectibles are available on various platforms for easy referencing.

Other associated responsibilities include; organize exhibition functions; identify, collect and record artifacts; handle any inquiry related to the exhibits available; organize for funding and grants; maintain all records for the collectibles; undertake extensive research work on the collectibles and conduct interviews for hiring new staff.

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

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Does not know how to present information or data to key decision-makers or stakeholders in order to support their decisions

Does not help other employees understand the strategic goals of the company and how their work relates to these

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.

Establishes a firm priority system for tasks in order to understand the nature of the tasks and delegate effectively

Asks the person assigned the task to paraphrase the assignment or request in their own words to make sure that they understand what they are supposed to do

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

Waits until the last minute to determine the steps to take which in most cases fails

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

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Goes above and beyond; suggests new ideas, clients or products in order to make projects easier or more streamlined

Looks for online courses and attends seminars in order to grow capabilities to counteract any feelings of inadequacy

2

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

Identifies and shares with other employees short-term strategies to overcome problems or take advantage of opportunities

Understands the impact of changing customers' needs to the future of the company

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Falls into the trap of worrying too much about what others will say or think about one's ideas and lets that paralyze one from taking action

Looks at the situation with bias or prejudice instead of approaching it with a clear and open mind

1

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Spends most of the work time either on focusing on areas that are not important or on doing meaningless tasks

Bases own opinions on what others think instead of doing own research and looking at both sides of the story

1

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.

Does not take the time to analyze the company's strengths and weaknesses or come up with ways to help it grow

Does not integrate the company's long-range goals into the budgeting process thus creates inevitable conflict between the company's goals and its day-to-day finances

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 an unorganized desk and clutter thus feels overwhelmed and makes it hard for one to concentrate

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

How do you manage a project plan, set timelines and milestones, and involve team members in order to deliver on time?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
DELEGATION:

Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it?

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

[employee comments]
PLANNING AND SCHEDULING:

Do you have all the tools to help you plan and schedule the company's affairs?

How have you been of help to others in accomplishing goals within the set time?

[employee comments]
ENTHUSIASM:

Think of a time you had an idea and you got other employees to follow you. What was the idea?

Is there a time when you did not think a situation could not get any worse and then it did?

[employee comments]
SELF CONFIDENCE:

Is there a time you interjected a different side of an issue or a different point of view? How did you go about it?

Are there employees you consider more successful than you? How often do you have contact with them?

[employee comments]
CONCEPTUAL THINKING:

Describe a problem you were solving where you had to work with a concept that was abstract rather that tangible and concrete. What was the outcome?

Describe a time when you needed to develop and use a complex procedure in order to complete a task. What obstacles did you encounter when handling the task?

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

What have you done to improve your practical thinking skills? How has this helped your career life?

[employee comments]
USING COMMON SENSE:

What have you done to improve your ability to use common sense at work?

How do you go about making decisions? How do you calculate your next action when solving a problem?

[employee comments]
LONG RANGE PLANNING:

Describe a time when you have had a hard time accomplishing your long-range plan. What was the problem and how did you solve it?

Describe the most successful long-term goal that you have accomplished. How did you go about making it a success?

[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?

Describe a time when you have missed an important commitment because you had not put it on schedule. What did you do?

[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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