Use this sample and step by step explanation to craft a meaningful 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. | Imposes solutions on other people's problems and appears to be impatient during a conversation. Appears to be defensive when the other person vents negative feelings. | 1 |
| 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. | Appreciates the efforts taken by others to do any task and encourages them to be better. Knows how and when to give constructive feedback to others and easily accepts correction. | 2 |
| 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. | Fails to display an acceptable standard of good professional grooming Inconsistent in following and keeping major ethical business practices that matter to the company | 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. | Has no potential to do challenging tasks always giving excuses Jumps from one project to another without reaching any set goals or accomplishing set targets | 1 |
| 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. | Uses more positive or neutral words to describe the situation and avoids words that may make one feel frustrated about the situation Keeps track of each solution in order to know what needs to be changed or whether the solution itself needs to be changed | 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. | Develops practical schedules, effectively assigns tasks to others, and is committed to get work done Follows proven time-management systems and appreciates that time is money | 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. | Hardly sets any objectives when initiating process improvement efforts and most efforts end up being fruitless 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. | Often fails to communicate the purpose and outcomes of a research in a clear manner Hardly bothers to improve future research methods based on current feedback | 1 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Hardly updates the list of activities and does not make efforts to track project schedules Hardly creates a routine and fails to get repetitive tasks done efficiently | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Shows unwillingness to participate in specialized training programs and lacks the interest to look for more training opportunities Rarely encourages team members to share concepts learned in training sessions | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How well do you assert your opinions and views when having a conversation with someone? What are some of the distractions that you have that prevent you from having a good conversation with someone? | [employee comments] |
| INTERPERSONAL SKILLS: Give an instance your personality affected your relationships with others. How did you resolve it? Do you normally take the time to build meaningful and positive relationships with others? | [employee comments] |
| APPEARANCE AND GROOMING: Do you follow the company policies and regulations in regards to how you should dress? What is your level of hygiene that you present to others? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you fully commit yourself to serve your company and do your best? What strengths do you have that you can use to work better? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been? What factors have you considered when developing and evaluating solutions to a problem? | [employee comments] |
| TIME MANAGEMENT: Are you able to distinguish between unimportant and important tasks when working on a project? Do you make your schedules flexible enough to accommodate emergencies? | [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 eliminate steps that are of no value in a process? | [employee comments] |
| RESEARCH: How often do you use mathematical techniques such as statistical tests to manipulate data? What are you doing to improve your ability to point out, define, and analyze existing problems? | [employee comments] |
| SCHEDULING: What are you doing to create a balance between quality and quantity when scheduling tasks? How often do you balance work and life and how often do you schedule time for non-work related activities? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? 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: |