Designing performance evaluation schema 1) Elementary school teacher 2) Software Developer 3) Research Scientist 4) Customer Support Executive parameters 1) Definition of performance 2) Metrics / Criteria to evaluate Job role 3) Measures used to evaluate performance basis the matrix 4) Scoring to ranking on the extent of performance

1. Designing performance
evaluation schema
Organization Behaviour
Created By : Nishant Patel (M22MS051)

3. Elementary school teacher
• Definition of performance - Teacher’s practice including materials and other
instructional artifacts and activities to perform their duties of teaching students academics and
life lessons.
• Metrics / Criteria to evaluate Job role –
Effective Teaching Planning for activities Class Environment
Providing Feedback Student Interaction Subject Knowledge
Time management Student Motivation Effective Communication
Interaction with parents

4. Elementary school teacher
• Measures used to evaluate performance basis the criteria –
• Scoring to ranking on the extent of performance – The higher the score,
the better performance. Each criterion of the Evaluation form is given a certain weightage of the
score and that weightage is divided into 5 equal parts. So based on rating total score can be
calculated. (i.e. each criterion is given a 50 score and each rating 1-5 has 10 marks associated with
it if someone gets “4” in rating then the score is 40.)
Data from performance review Skill Gap Analysis Completion of goals
Parents Feedback Student Feedback Colleague Feedback
Quality of work Attendance

6. Software Developer
• Definition of performance - How effectively and rapidly the developer is able to
develop nearly accurate software solutions as per the client’s expectations.
• Metrics / Criteria to evaluate Job role –
Domain Knowledge Work Management Client Satisfaction
Providing Feedback Client Interaction Productivity
Time management Initiative Taking Effective Communication
Team Interaction

7. Software Developer
• Measures used to evaluate performance basis the matrix –
• Scoring to ranking on the extent of performance - – The higher the
score, the better performance. Each criterion of the Evaluation form is given a certain weightage
of the score and that weightage is divided into 5 equal parts. So based on rating total score can be
calculated. (i.e. each criterion is given a 50 score and each rating 1-5 has 10 marks associated with
it if someone gets “4” in rating then the score is 40.)
Data from performance review Skill Gap Analysis Completion of goals
Clients Feedback Success rate Unique Solutions generation
Quality of work Attendance Colleague Feedback

9. Research Scientist
• Definition of performance – How effectively scientists use their ability to find new
dimensions to improve existing solutions or find totally new solutions to real-life problems.
• Metrics / Criteria to evaluate Job role –
Domain Knowledge Planning for Research Cost Effectiveness
Providing Feedback Team Interaction Effective Communication
Time management Self Motivation Decision Making

10. Research Scientist
• Measures used to evaluate performance basis the matrix –
• Scoring to ranking on the extent of performance – The higher the
score, the better performance. Each criterion of the Evaluation form is given a certain
weightage of the score and that weightage is divided into 5 equal parts. So based on
rating total score can be calculated. (i.e. each criterion is given a 50 score and each rating
1-5 has 10 marks associated with it if someone gets “4” in rating then the score is 40.)
Data from performance review Skill Gap Analysis Completion of goals
Sustainable Research Quality of work Unique Solutions generation
Colleague Feedback

12. Customer Support Executive
• Definition of performance - Support customers on their queries regarding products
or services. Also, guide them properly and maintain a good relationship with clients, and present
satisfactory service.
• Metrics / Criteria to evaluate Job role –
Effective Communication Language Proficiency Domain Knowledge
Providing Feedback Client Interaction Attentive mindset
Time management Effective Communication

13. Customer Support Executive
• Measures used to evaluate performance basis the matrix –
• Scoring to ranking on the extent of performance - – The higher the
score, the better performance. Each criterion of the Evaluation form is given a certain weightage
of the score and that weightage is divided into 5 equal parts. So based on rating total score can be
calculated. (i.e. each criterion is given a 50 score and each rating 1-5 has 10 marks associated with
it if someone gets “4” in rating then the score is 40.)
Data from performance review Skill Gap Analysis Completion of goals
Sustainable Research Quality of work Unique Solutions generation
Colleague Feedback