Alan Moorehead received an overall excellent performance evaluation for his role as an Aircraft Servicer. He consistently meets or exceeds expectations in customer service, productivity, quality of work, communication skills, initiative, independence, dependability, adaptability, availability, punctuality, and adherence to policy. The evaluation notes that Moorehead is always courteous and helpful to customers, gets help when needed to meet deadlines, and his work meets established standards. He is described as an excellent communicator and self-starter who requires little supervision. The only area identified for improvement is to continue reviewing technical data, local checklists, policies and procedures to stay up-to-date. Overall, Moorehead's supervisor expressed satisfaction with his outstanding performance
Una presentación de los Drs. Gerardo León Albert, Juan Ignacio Moreno Sánchez y de la Dra. Beatriz Miguel Hernández, del Departamento de Ingeniería Química y Ambiental de la Universidad Politécnica de Cartagena.
Una presentación de los Drs. Gerardo León Albert, Juan Ignacio Moreno Sánchez y de la Dra. Beatriz Miguel Hernández, del Departamento de Ingeniería Química y Ambiental de la Universidad Politécnica de Cartagena.
Mohammad Al yousifMGMT 3100Paisley Stidham2162017 .docxgilpinleeanna
Mohammad Al yousif
MGMT 3100
Paisley Stidham
2/16/2017
JOB DESCRIPTION AND SPECIFICATIONS
Job Title:Management Analyst
Department(s): Human Resource Management
Level(s): Corporate
Reports to:The Manager
Position Purpose and Nature of Work:
Conducts evaluations and organizational studies, designs procedures and systems, conducts measurement studies and work simplifications, and prepares procedures manuals and operations.
Job Duties and Essential Functions:
Describe each broad function of the job, how it is accomplished and what end result is desired. Indicate in the first column the frequency the function is performed using the codes below. (Some items may occur concurrently.) Indicate in the second column if you believe the function to be essential to the fundamental successful performance of the job.
Frequency:Rarely (R)Occasionally (O)Frequently (F)Continually (C)
Less than 1%1% to 33%34% to 65%66% to 100%
Essential Job Function:Yes (Y)No (N)
Frequency Essential
1) Document findings
F
Y
2) Prepare recommendations
O
Y
3) Conduct on-site observations
F
Y
4) Interview personnel
O
Y
5) Develop solutions
F
Y
6) Analyze data
O
Y
7) Plan work procedures
F
Y
8) Evaluate progress
F
Y
9) Conduct work simplification
F
Y
10) Design procedures
O
Y
11) Design systems
O
Y
12) All other duties as assigned
F
Y
Department Function:
Ensure that all operations are smooth and that all employees assigned to specific duties are efficient and productive.
Internal/External Contacts:
Marketing Manager, Human Resource Specialists, Training, and Development Specialists, Market Research Analysts and Marketing Specialists, Fraud Examiners, Investigators, and Analysts (O.Net, 2016). The purpose of the contact is to make sure that everything is smooth and at the same time to guide the management analyst on specific tasks.
Al yousif 1
Al yousif 2
January 10, 2002
Supervision Received:
Management analyst is not monitored like other employees. However, he is answerable to the manager, and he reports to the manager.
The direction of Others:
The Management Analyst does not involve himself with employees. His major responsibility is to analyze and advise the organization on management related issues. He does not give work directions to junior employees, he only enquires and advises.
Work Planning:
The Management Analyst documents finding and later file recommendations on issues that are related to management. He also interviews personnel to ensure that their qualifications are in line with the goals of the organization. In a case of any challenge, he looks into ways that the challenges can be overcome and plans on the best strategies to apply.
Accountability and Impact:
The work will not be affected by any financial condition or budget, the amount agreed upon will push through no matter the situations or circumstances.
Problem Solving and Decision Making
Implementing an ...
Performance rating is the step in the work measurement in which the analyst observes the worker's performance and records a value representing that performance relative to the analyst's concept of standard performance.
1. Employee Name: Moorehead
EMPLOYE E PE RFO RMANCE EVALUATION
Alan D
Last
Job Title: Aircraft Servicer
First
Department: RAF Mildenhall-005
Supervisor / Project Manager: Ron Rutter / Stephen Walkley
Reason for Performance Evaluation (Please check all that apply):
E Annual I eo-oay E Merit f, Promotion I Other (Explain)
Instructions: Evaluate employee's work performance as it pertains to the current job requirements / duties. Choose
tLqfujil_g.EL{esc1!{t_S-tfi! employee's performance from the drop down menu. Add comments when necessary.
Factors Performance Level Comments
Customer Servicq Responds to customers to meet their
needs effectively and timely. Always courteous and helpful. Excellent
Great Customer service only
receives positive feedback.
Productivity: The volume of work completed to meet
deadlines. Gets help when needed. Prioritizing, organizing
and managing time wisely.
Excellent Consistently meets
expectations.
Quality: Consistently thorough and accurate. Attention to
detail, and acceptability of work accomplished. Work meets
established standards.
Above Average
Continue to review procedures
ensure you know and follow
Technical Data and Local Checklist.
Knowledge of Job: Degree to which the employee knows,
understands and utilizes their skills to perform assignedjob.
Stays current with changes and industry trends.
Above Average
Stay abreast to current
policies and procedures.
Communication Skills: Listens effectively, speaks clearly
and written communications are clear and easily understood. Excellent
Great communicator.
In itiative : Self-starter. Demonstrates enthu siasm and
persistence. Searches out new tasks and expands abilities
professional ly and personally.
Excellenl
Excellent in all areas.
IndependencerThedegre_e_of workef4{pfl lisbsd:ilith_
little or no supervision. Excellent
Ouffiing*-
Dependability: The degree to which an employee can be
relied upon to complete a job. Excellent
Outstanding!
Adaptability: Flexible and open to change. Adjusts to
change readily and accepting of "rush" tasks. Excellent
Stay open to change and be
prepared to made solid decisioned.
Availability and Punctuality: The degree to which an
employee is on time for work and follorrus rules concerning
attendance.
Excellent
Always early and ready to
work.
Adherence to Policy: The degree to which an employee
follows established policies, procedures, and regulations. Above Average
Continue to review policies and
procedures to increase your
knowledge.
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ORIGINALHRD FORM-ls Date: 3 AUG 09