Use this step by step explanation to craft a good employee performance feedback review for a film archivist. Find the right words with quality phrases.
A Film Archivist is responsible for preserving the rich heritage of the cinematic history by making sure that the films are preserved for future generations to enjoy or learn from.
Their primary roles include, organizing and maintaining an archive of collected films, film reels, scripts, production schedules, videotapes, DVDs, CDs and any other form of digitally transferred films, arranging and collating the collection to make it easy to reference especially for film writers, students and historians, cataloging materials as they come in to ensure they are clearly identified, digitizing fragile information, researching new information and materials, assisting those who wish to archive, communicating clearly with the people who come for resources, searching for new items to include in the file.
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 judge other people but instead offers positive criticism. Ensures to put to practice all the instructions given for a particular task. | 3 |
| 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. | Has a perfect sense of humor and always makes jokes to make others laugh. Interprets and handles conflict well enough to ensure that all parties achieve a win-win solution. | 3 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Always maintains a professional appearance in dress and manner of doing things Adheres to the traditional culture of honor and respect for one another | 3 |
| 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 |
| PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down. | Concentrates on the solution that can lead one to achieve the set goals and anticipates possible challenges associated with this solution Defines own goals specifically and makes them as realistic and as attainable as possible | 3 |
| 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. | Uses technical tools that assist in delivering work more quickly Balances the speed of delivering work with quality and shows commitment to make improvements in both aspects | 2 |
| 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. | Demonstrates willingness to learn new procedures and encourages others to undergo training on new procedures Recommends resources to be allocated wisely to make processes work better and spends less on them | 2 |
| 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. | Possesses exceptional ability to point out, define, and analyze existing problems Possesses outstanding ability to summarize information, explain the motives, aims, results, and conclusions of a research | 3 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Excels at using standard scheduling terminologies all team members can understand Adds enough contingency time for any unexpected events when scheduling tasks | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Takes advantage of each and every training session to advance skill set and career Concentrates in all training sessions and avoids distracters while learning | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How do you give your feedback and does it have any value? Do you always seek for clarification on issues you do not understand when conversing with someone? | [employee comments] |
| INTERPERSONAL SKILLS: Do you find it easy to strike a conversation with other people? Do you always seek to influence people in a good way and support them in their efforts? | [employee comments] |
| APPEARANCE AND GROOMING: What are your personal motives behind your dressing and grooming? Do your dressing and attitude create a professional atmosphere that attracts people? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you ask for coaching or training when you need it or do you delay until it is forced on you? What strengths do you have that you can use to work better? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply? Describe a time when you have anticipated a problem. What did you do about it? | [employee comments] |
| TIME MANAGEMENT: Do you maintain a plan and say no to constant interruptions while working? What attempts are you making to speed up your productivity without compromising on the quality of work? | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to learn more about new procedures? How often do you use existing benchmarks to complete processes in accordance with the set standards? | [employee comments] |
| RESEARCH: How often do you use mathematical techniques such as statistical tests to manipulate data? How often do you break bigger issues into smaller manageable parts when faced with complex situations during research? | [employee comments] |
| SCHEDULING: What are you doing to create a balance between quality and quantity when scheduling tasks? How often do you encourage others to work steadily towards both career and personal goals? | [employee comments] |
| TRAINING OTHERS: How often do you encourage team members to take part in training sessions? Can you think of a situation where you improved your learning after evaluating learning outcomes of a training session? | [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: |