This document provides information and resources for evaluating the job performance of a church administrative assistant. It includes a sample performance evaluation form spanning 3 pages that can be used to rate an administrative assistant's performance on various factors using a scale from "Outstanding" to "Unsatisfactory". The form also includes sections for listing employee strengths, areas for improvement, and signatures. The document then lists additional performance appraisal methods and phrases that can be used to provide feedback to the administrative assistant.
The document discusses key performance indicators (KPIs) for a web content writer position. It provides examples of KPIs, steps for creating KPIs, common mistakes to avoid, and how to design effective KPIs. The document recommends visiting kpi123.com for additional KPI samples, performance appraisal forms, review methods and phrases to help evaluate a web content writer's performance.
This document describes an IT managed services company that offers on-call and managed IT support services. They have over 12 years of experience and certified account managers. Their managed services plan provides remote monitoring and management of networks, servers, desktops, and security. The on-call support service focuses on reactive maintenance like system repairs when issues occur. They conduct network assessments and provide recommendations to clients.
Subject: Notice regarding the Central platform & New tariff plan instructed by BTRC.
Dear All,
We all have been instructed by BTRC to migrate to the live platform. The scheduled migration list of aggregators is starting (7th May 2023, 9.00 PM) today.
Today BTRC has 15 aggregators, including MiMSMS who are supposed to get migrated to the live platform.
As documented in the letter, aggregators will cater live traffic through the central platform, and on the migration date, the bilateral traffic path (between aggregators and MNOs) will be shut down.
Please also note that you will face some issues today while we and the operators starting the testing & migration today.
We are deeply grateful for your understanding and to be with us!
Feel free to contact us for any further queries from your end and inform us as well. Thank you very much for taking Bulk SMS Service from MiM SMS.
Regards
MiM Digital Marketing Solution Ltd.
In our CSE471 course, System Analysis and Design, we presented our proposal to create an Employee Management system.
The Use Case Diagram, Activity Diagram, Sequence diagram, Data Flow Diagram, and Windows Navigation Diagram, all are shown here
Federal Agencies & Cloud Service Providers meeting FISMA requirements via FedRAMP
This presentation covers Federal Risk Authorization Management Program with FISMA, SCAP and Federal Data Center Consolidation Initiative to clarify how US government agencies purchase cloud services need to meet Federal Information Security Management Act (FISMA) requirements.
January 2013 - The FedRAMP Joint Authorization Board has granted its first provisional authorization to Autonomic Resources, who used Veris Group as their FedRAMP accredited 3PAO.
Application Rationalization with LeanIXLeanIX GmbH
In this presentation from EA Connect Days 2018 in Bonn you learn about the benefits of Application Rationalization and how to optimize your Application Portfolio with LeanIX.
The document describes a project management system developed in C# and Visual Studio 2015. The system allows users to register and login, and managers can add, view, update, and delete employee, client, and project records stored in a SQL Server database. Key features and functions include registering users, viewing and managing employee, client, project, and stage information, and storing data securely with role-based access levels. Diagrams show the user interface and database tables used to store registration, employee, client, project, and other core data.
This document summarizes a student project to develop a web-based portal for online crime records management. The project aims to make the crime management system less time-consuming and more user-friendly. It will allow citizens, police stations, and administrators to register, file complaints, check complaint status, generate reports, and view crime records in a secure online system. The project details modules, actors, data flow, functionalities, and hardware and software requirements. The goal is to create a more efficient, transparent, and secure system for handling crime records compared to the existing system.
The document discusses key performance indicators (KPIs) for a web content writer position. It provides examples of KPIs, steps for creating KPIs, common mistakes to avoid, and how to design effective KPIs. The document recommends visiting kpi123.com for additional KPI samples, performance appraisal forms, review methods and phrases to help evaluate a web content writer's performance.
This document describes an IT managed services company that offers on-call and managed IT support services. They have over 12 years of experience and certified account managers. Their managed services plan provides remote monitoring and management of networks, servers, desktops, and security. The on-call support service focuses on reactive maintenance like system repairs when issues occur. They conduct network assessments and provide recommendations to clients.
Subject: Notice regarding the Central platform & New tariff plan instructed by BTRC.
Dear All,
We all have been instructed by BTRC to migrate to the live platform. The scheduled migration list of aggregators is starting (7th May 2023, 9.00 PM) today.
Today BTRC has 15 aggregators, including MiMSMS who are supposed to get migrated to the live platform.
As documented in the letter, aggregators will cater live traffic through the central platform, and on the migration date, the bilateral traffic path (between aggregators and MNOs) will be shut down.
Please also note that you will face some issues today while we and the operators starting the testing & migration today.
We are deeply grateful for your understanding and to be with us!
Feel free to contact us for any further queries from your end and inform us as well. Thank you very much for taking Bulk SMS Service from MiM SMS.
Regards
MiM Digital Marketing Solution Ltd.
In our CSE471 course, System Analysis and Design, we presented our proposal to create an Employee Management system.
The Use Case Diagram, Activity Diagram, Sequence diagram, Data Flow Diagram, and Windows Navigation Diagram, all are shown here
Federal Agencies & Cloud Service Providers meeting FISMA requirements via FedRAMP
This presentation covers Federal Risk Authorization Management Program with FISMA, SCAP and Federal Data Center Consolidation Initiative to clarify how US government agencies purchase cloud services need to meet Federal Information Security Management Act (FISMA) requirements.
January 2013 - The FedRAMP Joint Authorization Board has granted its first provisional authorization to Autonomic Resources, who used Veris Group as their FedRAMP accredited 3PAO.
Application Rationalization with LeanIXLeanIX GmbH
In this presentation from EA Connect Days 2018 in Bonn you learn about the benefits of Application Rationalization and how to optimize your Application Portfolio with LeanIX.
The document describes a project management system developed in C# and Visual Studio 2015. The system allows users to register and login, and managers can add, view, update, and delete employee, client, and project records stored in a SQL Server database. Key features and functions include registering users, viewing and managing employee, client, project, and stage information, and storing data securely with role-based access levels. Diagrams show the user interface and database tables used to store registration, employee, client, project, and other core data.
This document summarizes a student project to develop a web-based portal for online crime records management. The project aims to make the crime management system less time-consuming and more user-friendly. It will allow citizens, police stations, and administrators to register, file complaints, check complaint status, generate reports, and view crime records in a secure online system. The project details modules, actors, data flow, functionalities, and hardware and software requirements. The goal is to create a more efficient, transparent, and secure system for handling crime records compared to the existing system.
Enhancing patient care management is one of the aims of healthcare industry to improve the healthcare system worldwide. This goal is to be equally if not more important as the other keys of improving the heath of the population and managing per capita cost of care. (Berwick et al, 2008) As the population continues to grow, so too does the need for healthcare services and options. (The Benefits Of Online Appointment Scheduling. 1st ed) Patient Scheduling System is an important component of scheduling and managing appointments. Especially online scheduling software has simplified and automated the process of hospital management for all-size organizations.
The proposed system advances with online facilities that eliminate the chaos of traditional appointment services. This system offers online appointment booking, to view doctors list, to cancel and update appointments with an administrative portal to manage all the sections. It provides advanced functionality to streamline the process thus easy access to personal hospital services that help organizations to stay connected with their customers, clients, students and most importantly patients and can result in significant time and monetary savings.
Aim:
The aim of patient scheduling service is to provide patients full access to manage their hospital appointments which, facilitates with an online service for appointment reservation, updating and canceling management minimizing customer inconvenience and assuring a better healthcare.
Identity and access management (IAM) is a framework that facilitates the management of electronic identities and user access to systems. IAM systems use technologies like single sign-on, multifactor authentication, and privileged access management to securely store identity data and control user access. IAM allows organizations to automate the process of provisioning, managing, and revoking access to ensure appropriate access levels and compliance.
This document presents an overview of a computerized criminal record management system that aims to digitize criminal records to reduce paperwork, ensure secure storage of data, and allow for powerful searching and report generation. It describes the system scope, analysis, design including entity relationship diagrams and screenshots, and proposes future enhancements such as an online interface and additional fields.
This document summarizes a presentation on IT governance in banks. It discusses four revolutions currently impacting banks: 1) banks becoming online retailers, 2) new regulatory regimes enforcing low margins, 3) core banking becoming a commodity, and 4) customers becoming disloyal. It argues that banks need a new architecture to support real-time operations and that shared infrastructure will be the cheapest way to run core banking systems by 2020. The presentation also discusses how banking value chains will splinter, with different players handling the front, middle, and back office functions. It envisions banks establishing marketplaces and using APIs to integrate different providers in the future.
The document outlines an IT managed services company's offerings. It discusses three service plans - bronze, silver, and gold - that differ in the level of remote monitoring, management, and support provided. The bronze plan offers basic monitoring and antivirus protection, while the silver plan adds software deployment, threat management, and monthly on-site visits. The top-tier gold plan provides comprehensive remote management of networks, servers, desktops, security, and backup/storage, as well as weekly on-site visits and quarterly technology consultations. The company aims to help clients focus on their core business by providing consistent IT support, cost control, and increased productivity through these managed services.
Zabbix is enterprise open source monitoring software for networks and applications, created by Alexei Vladishev. It is designed to monitor and track the status of various network services, servers, and other network hardware. Zabbix uses MySQL, PostgreSQL, SQLite, Oracle or IBM DB2 to store data.
This document provides an overview of NServiceBus, an open source enterprise service bus (ESB) for .NET. It discusses the need for an ESB and some benefits they provide. It then describes NServiceBus specifically, how to get started with it, and some of the core components like endpoints, messages, transports, and serialization. It covers topics like building the message bus, sending vs publishing messages, unit testing, and deploying NServiceBus applications as Windows services. Overall, the document is an introduction and guide to understanding and working with the NServiceBus ESB framework.
This document describes a Canteen Automation System that allows customers to order food online from a canteen menu. The system uses both an Android app and a web application. It aims to save customers time by allowing them to order from their phones without waiting for a waiter. The system displays ordered items to chefs in real-time. Key features include online registration, e-menu selection, order placement from the app, and order display for chefs. The system aims to automate the ordering process for improved efficiency over manual order taking.
This document describes a criminal records management system called Knight Alfa Criminal Records. The system was developed to address the problems with manually maintaining criminal records and files. It allows authorized users to securely access and update criminal records and information from any internet-connected location. The system has modules for administrators, police officers, judges and other roles to interface with criminal, jail and other databases. It was created using ASP.NET, C# and Microsoft SQL Server to provide a secure, online solution for managing criminal records and investigations.
SmartChat WhatsApp-clone using AWS Amplify AppSyncThanh Nguyen
The document describes a WhatsApp clone called SmartChat that was built using AWS Amplify and AppSync. It allows for real-time and offline messaging across mobile and web apps. Key features include authentication, chat rooms with text, images, audio and video sharing, question and answer functionality, and integration with other applications. The architecture utilizes AWS services like Cognito for authentication, AppSync for the GraphQL API, DynamoDB for storage, and Lambda functions. It was developed following agile methodologies over a 2 month period and includes customizable UI components and handling of offline data.
This document discusses using machine learning algorithms to predict household poverty levels. The goals are to build classification models to predict a household's poverty level as either "poor" or "non-poor" based on household attributes. Linear regression is proposed as the modeling algorithm. The document outlines collecting and preprocessing a household dataset, feature selection, model training and evaluation using metrics like MSE, RMSE and R-squared. References are provided on related work applying machine learning to poverty prediction using household surveys and satellite imagery.
This document is a project report for a library management system being developed at Superior University Lahore. It includes sections on the project team, change record, approval signatures, dedication, acknowledgements, executive summary, table of contents, and chapters on software requirements specifications. The system aims to digitize and streamline library processes like book issuing, return, and inventory management to reduce human effort and improve search capabilities compared to a traditional manual library system.
Learn how Site24x7 gives you end-to-end application performance visibility for your Java, .NET and Ruby web transactions with metrics of all components starting from URLs to SQL queries.
Full lifecycle of a microservice: how to
realize a fault-tolerant and reliable
architecture and deliver it as a Docker
container or in a Cloud environment
SCS 4120 - Software Engineering IV
BACHELOR OF SCIENCE HONOURS IN COMPUTER SCIENCE
BACHELOR OF SCIENCE HONOURS IN SOFTWARE ENGINEERING
All in One Place Lecture Notes
Distribution Among Friends Only
All copyrights belong to their respective owners
Viraj Brian Wijesuriya
vbw@ucsc.cmb.ac.lk
This document discusses Service Oriented Architecture (SOA). It defines key SOA concepts like services, service orientation, and fundamental SOA constructs. It also covers SOA principles, tools, benefits, and the differences between web services and SOA services. Specifically, it notes that SOA aims to reduce costs and complexity by dividing projects into independent and reusable components/services that can be composed to address business needs.
Development of-pharmacy-management-systemJoy Sarker
It is a group presentation that was made for presenting the Pharmacy Management System for IUBAT Software Engineering Course . So if anyone need this ,or can get a clear idea about the Pharmacy Management System
This document provides an overview and agenda for a presentation on NServiceBus, an open source service bus for .NET. Some of the key topics covered include messaging and queues, testing, service-oriented architecture (SOA), and sagas. The presentation discusses concepts like fallacies of distributed computing, why NServiceBus was created, and differences between a bus and broker. It also covers best practices for service orientation, layers and coupling, and exercises for attendees to try messaging, processing messages, exceptions, unit testing, and sagas.
Software Engineering The Multiview Approach And Wisdmguestc990b6
The document provides an overview of web information system development methodology. It discusses key components of information systems and why structured methodologies are important for information system projects. It then describes various software development models including waterfall, iterative, evolutionary, spiral and V-model. Finally, it discusses special considerations for web-based information systems and proposes a socio-technical web information system development methodology called WISDM that takes organizational, technical and human factors into account.
Church business administrator performance appraisalcodyvictor5
Church business administrator job description,Church business administrator goals & objectives,Church business administrator KPIs & KRAs,Church business administrator self appraisal
Enhancing patient care management is one of the aims of healthcare industry to improve the healthcare system worldwide. This goal is to be equally if not more important as the other keys of improving the heath of the population and managing per capita cost of care. (Berwick et al, 2008) As the population continues to grow, so too does the need for healthcare services and options. (The Benefits Of Online Appointment Scheduling. 1st ed) Patient Scheduling System is an important component of scheduling and managing appointments. Especially online scheduling software has simplified and automated the process of hospital management for all-size organizations.
The proposed system advances with online facilities that eliminate the chaos of traditional appointment services. This system offers online appointment booking, to view doctors list, to cancel and update appointments with an administrative portal to manage all the sections. It provides advanced functionality to streamline the process thus easy access to personal hospital services that help organizations to stay connected with their customers, clients, students and most importantly patients and can result in significant time and monetary savings.
Aim:
The aim of patient scheduling service is to provide patients full access to manage their hospital appointments which, facilitates with an online service for appointment reservation, updating and canceling management minimizing customer inconvenience and assuring a better healthcare.
Identity and access management (IAM) is a framework that facilitates the management of electronic identities and user access to systems. IAM systems use technologies like single sign-on, multifactor authentication, and privileged access management to securely store identity data and control user access. IAM allows organizations to automate the process of provisioning, managing, and revoking access to ensure appropriate access levels and compliance.
This document presents an overview of a computerized criminal record management system that aims to digitize criminal records to reduce paperwork, ensure secure storage of data, and allow for powerful searching and report generation. It describes the system scope, analysis, design including entity relationship diagrams and screenshots, and proposes future enhancements such as an online interface and additional fields.
This document summarizes a presentation on IT governance in banks. It discusses four revolutions currently impacting banks: 1) banks becoming online retailers, 2) new regulatory regimes enforcing low margins, 3) core banking becoming a commodity, and 4) customers becoming disloyal. It argues that banks need a new architecture to support real-time operations and that shared infrastructure will be the cheapest way to run core banking systems by 2020. The presentation also discusses how banking value chains will splinter, with different players handling the front, middle, and back office functions. It envisions banks establishing marketplaces and using APIs to integrate different providers in the future.
The document outlines an IT managed services company's offerings. It discusses three service plans - bronze, silver, and gold - that differ in the level of remote monitoring, management, and support provided. The bronze plan offers basic monitoring and antivirus protection, while the silver plan adds software deployment, threat management, and monthly on-site visits. The top-tier gold plan provides comprehensive remote management of networks, servers, desktops, security, and backup/storage, as well as weekly on-site visits and quarterly technology consultations. The company aims to help clients focus on their core business by providing consistent IT support, cost control, and increased productivity through these managed services.
Zabbix is enterprise open source monitoring software for networks and applications, created by Alexei Vladishev. It is designed to monitor and track the status of various network services, servers, and other network hardware. Zabbix uses MySQL, PostgreSQL, SQLite, Oracle or IBM DB2 to store data.
This document provides an overview of NServiceBus, an open source enterprise service bus (ESB) for .NET. It discusses the need for an ESB and some benefits they provide. It then describes NServiceBus specifically, how to get started with it, and some of the core components like endpoints, messages, transports, and serialization. It covers topics like building the message bus, sending vs publishing messages, unit testing, and deploying NServiceBus applications as Windows services. Overall, the document is an introduction and guide to understanding and working with the NServiceBus ESB framework.
This document describes a Canteen Automation System that allows customers to order food online from a canteen menu. The system uses both an Android app and a web application. It aims to save customers time by allowing them to order from their phones without waiting for a waiter. The system displays ordered items to chefs in real-time. Key features include online registration, e-menu selection, order placement from the app, and order display for chefs. The system aims to automate the ordering process for improved efficiency over manual order taking.
This document describes a criminal records management system called Knight Alfa Criminal Records. The system was developed to address the problems with manually maintaining criminal records and files. It allows authorized users to securely access and update criminal records and information from any internet-connected location. The system has modules for administrators, police officers, judges and other roles to interface with criminal, jail and other databases. It was created using ASP.NET, C# and Microsoft SQL Server to provide a secure, online solution for managing criminal records and investigations.
SmartChat WhatsApp-clone using AWS Amplify AppSyncThanh Nguyen
The document describes a WhatsApp clone called SmartChat that was built using AWS Amplify and AppSync. It allows for real-time and offline messaging across mobile and web apps. Key features include authentication, chat rooms with text, images, audio and video sharing, question and answer functionality, and integration with other applications. The architecture utilizes AWS services like Cognito for authentication, AppSync for the GraphQL API, DynamoDB for storage, and Lambda functions. It was developed following agile methodologies over a 2 month period and includes customizable UI components and handling of offline data.
This document discusses using machine learning algorithms to predict household poverty levels. The goals are to build classification models to predict a household's poverty level as either "poor" or "non-poor" based on household attributes. Linear regression is proposed as the modeling algorithm. The document outlines collecting and preprocessing a household dataset, feature selection, model training and evaluation using metrics like MSE, RMSE and R-squared. References are provided on related work applying machine learning to poverty prediction using household surveys and satellite imagery.
This document is a project report for a library management system being developed at Superior University Lahore. It includes sections on the project team, change record, approval signatures, dedication, acknowledgements, executive summary, table of contents, and chapters on software requirements specifications. The system aims to digitize and streamline library processes like book issuing, return, and inventory management to reduce human effort and improve search capabilities compared to a traditional manual library system.
Learn how Site24x7 gives you end-to-end application performance visibility for your Java, .NET and Ruby web transactions with metrics of all components starting from URLs to SQL queries.
Full lifecycle of a microservice: how to
realize a fault-tolerant and reliable
architecture and deliver it as a Docker
container or in a Cloud environment
SCS 4120 - Software Engineering IV
BACHELOR OF SCIENCE HONOURS IN COMPUTER SCIENCE
BACHELOR OF SCIENCE HONOURS IN SOFTWARE ENGINEERING
All in One Place Lecture Notes
Distribution Among Friends Only
All copyrights belong to their respective owners
Viraj Brian Wijesuriya
vbw@ucsc.cmb.ac.lk
This document discusses Service Oriented Architecture (SOA). It defines key SOA concepts like services, service orientation, and fundamental SOA constructs. It also covers SOA principles, tools, benefits, and the differences between web services and SOA services. Specifically, it notes that SOA aims to reduce costs and complexity by dividing projects into independent and reusable components/services that can be composed to address business needs.
Development of-pharmacy-management-systemJoy Sarker
It is a group presentation that was made for presenting the Pharmacy Management System for IUBAT Software Engineering Course . So if anyone need this ,or can get a clear idea about the Pharmacy Management System
This document provides an overview and agenda for a presentation on NServiceBus, an open source service bus for .NET. Some of the key topics covered include messaging and queues, testing, service-oriented architecture (SOA), and sagas. The presentation discusses concepts like fallacies of distributed computing, why NServiceBus was created, and differences between a bus and broker. It also covers best practices for service orientation, layers and coupling, and exercises for attendees to try messaging, processing messages, exceptions, unit testing, and sagas.
Software Engineering The Multiview Approach And Wisdmguestc990b6
The document provides an overview of web information system development methodology. It discusses key components of information systems and why structured methodologies are important for information system projects. It then describes various software development models including waterfall, iterative, evolutionary, spiral and V-model. Finally, it discusses special considerations for web-based information systems and proposes a socio-technical web information system development methodology called WISDM that takes organizational, technical and human factors into account.
Church business administrator performance appraisalcodyvictor5
Church business administrator job description,Church business administrator goals & objectives,Church business administrator KPIs & KRAs,Church business administrator self appraisal
Church technical director performance appraisalsimpsondave08
Church technical director job description,Church technical director goals & objectives,Church technical director KPIs & KRAs,Church technical director self appraisal
Church communications director performance appraisalHarryRedknapp345
This document provides a job performance evaluation form for a church communications director. The form includes sections to rate the employee's performance in various factors such as administration, communication, teamwork, decision-making, and customer service. It also includes spaces to document the employee's strengths, areas for improvement, and a plan for improved performance. The form uses a rating scale of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory to evaluate performance in each factor.
This document provides information and resources for evaluating the job performance of a parish administrator, including:
1. Sample performance evaluation forms for rating a parish administrator's performance, strengths/weaknesses, and developing an improvement plan.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for self-appraisals.
3. Descriptions of common performance appraisal methods like management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback that could be used to evaluate a parish administrator.
Church financial secretary performance appraisalJappStam012
This document provides a job performance evaluation form for a church financial secretary. It includes sections for reviewing performance factors, strengths and accomplishments, areas for improvement, and a plan for improved performance. Performance is rated on a scale from "Outstanding" to "Unsatisfactory" across factors such as administration, communication, decision-making, expense management, and dependability. Sample phrases are provided to describe positive and negative performance within these areas. The form also includes spaces for employee and supervisor signatures.
This document provides information and resources for evaluating the job performance of an office administrative assistant, including:
1. A sample job performance evaluation form with ratings and factors like administration, communication, and decision-making.
2. Examples of performance review phrases for an administrative assistant's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Church office manager performance appraisalJappStam012
This document provides information and resources for evaluating the performance of a church office manager, including:
- Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
- A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
- Examples of performance review phrases for evaluating various skills and attributes of a church office manager such as attitude, decision-making, interpersonal skills, and teamwork.
- An overview of the top 12 methods for conducting performance appraisals, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document contains information about performance evaluation methods for senior administrative assistants, including example phrases and templates. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist methods. For each method, it provides details on how it works, advantages, disadvantages, example rating scales, and features to consider when using that approach to evaluate a senior administrative assistant's job performance. The document aims to equip managers with resources and guidance for conducting meaningful performance reviews.
This document contains materials for evaluating the job performance of a senior recruitment consultant, including:
1) A four-page performance evaluation form addressing factors like administration, communication, decision-making, and customer service using rating scales.
2) A list of online resources for performance appraisal materials like sample phrases and forms.
3) Three sections of sample performance review phrases focused on attitudes, creativity/innovation, and decision-making that could be used in completing the evaluation.
Administrative support assistant performance appraisalkarajordan474
Administrative support assistant job description,Administrative support assistant goals & objectives,Administrative support assistant KPIs & KRAs,Administrative support assistant self appraisal
The document provides materials for evaluating the performance of a workshop supervisor, including:
1) A 4-page job performance evaluation form with ratings scales to assess a supervisor's performance on factors like administration, communication, teamwork, decision-making, and safety.
2) Links to online resources for performance appraisal phrases, forms, and tips.
3) Examples of performance review phrases for a supervisor's attitude, creativity, and decision-making.
The evaluation form and phrases are intended to help structure a workshop supervisor's performance review.
This document contains materials for evaluating the job performance of a warranty administrator, including:
1) A multi-page performance evaluation form for a warranty administrator, which includes rating an administrator's performance on factors like administration, communication, teamwork, and decision-making.
2) Links to online resources for performance appraisals, including sample phrases, forms, and tips for writing self-appraisals.
3) Sample positive and negative performance review phrases for a warranty administrator's attitude, creativity, and decision-making.
This document contains materials for evaluating the job performance of a storage administrator, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
2) Links to additional resources on performance appraisals like sample phrases and forms.
3) A section with example positive and negative performance review phrases for criteria like attitude, creativity, and decision-making.
The evaluation form and supplemental materials provide a comprehensive guide for assessing a storage administrator's work performance and identifying areas of strength and improvement.
This document contains information about performance evaluation methods for a logistics administrator, including examples of performance review phrases. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist methods. For each method, it provides details on how it works and its advantages or disadvantages. The document also includes sections with positive and negative examples of performance review phrases for various skills like attitude, decision-making, problem-solving, and teamwork.
This document provides information and resources for evaluating the performance of a legal administrator. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists phrases that can be used in a performance review for areas like attitude, creativity, decision-making, and interpersonal skills. Finally, it outlines the top 12 methods that can be used for a legal administrator's performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The overall document serves as a guide for formally evaluating a legal administrator's job performance.
Junior system administrator perfomance appraisal 2tonychoper1904
This document contains information related to performance evaluation of a junior system administrator, including:
1. Sample performance evaluation forms for a junior system administrator with rating scales and categories like skills, teamwork, decision making, etc.
2. Examples of positive and negative phrases that can be used in a performance review for areas like attitude, problem solving, communication, and others.
3. An overview of different methods that can be used for performance appraisal of a junior system administrator, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of a hotel supervisor. It includes a 4-page sample performance evaluation form with rating scales for evaluating supervisors on various performance factors. It also lists the top 12 methods for conducting performance appraisals, such as Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback. Additional resources on phrases for performance evaluations and key performance indicators are referenced.
Graduate research assistant perfomance appraisal 2tonychoper1904
This document provides information and resources for evaluating the job performance of a graduate research assistant. It includes a sample performance evaluation form spanning multiple pages that can be used to rate a graduate research assistant's performance, strengths, areas for improvement, and overall rating. It also lists common phrases that can be used in a performance review for a graduate research assistant and describes several different methods that can be used to evaluate their performance, such as management by objectives, critical incident method, and 360-degree feedback.
Customer service administrator perfomance appraisal 2tonychoper1904
This document contains a job performance evaluation form for a customer service administrator. It includes sections to rate the employee's performance on factors like administration, communication, teamwork, and customer service. It provides definitions for performance ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. The form also includes sections for commenting on the employee's strengths, areas for improvement, and a performance review. Links are provided to additional resources for performance appraisals, including sample phrases, forms, and tips.
This document contains materials for evaluating the performance of a CRM administrator, including:
1) A 4-page performance evaluation form with ratings for various job duties and an overall rating.
2) Links to additional resources on performance appraisals.
3) Sample phrases for evaluating attitudes, creativity/innovation, and decision-making in performance reviews.
The evaluation form provides a structured way to assess and document the CRM administrator's performance on key areas like administration, communication, decision-making, and customer service. Sample review phrases are also included to help with writing the evaluation.
Communication assistant perfomance appraisal 2tonychoper1904
This document provides information and resources for evaluating the job performance of a communication assistant, including:
1. Sample performance evaluation forms for rating a communication assistant's performance, strengths/weaknesses, goals, and other factors.
2. Links to free eBooks and resources on performance appraisal methods, sample phrases, key performance indicators, and tips for self-evaluations.
3. Descriptions of common performance appraisal methods like management by objectives, critical incidents, behaviorally anchored rating scales, and 360-degree feedback that can be used to evaluate a communication assistant.
This document contains information about performance evaluation forms and methods for certified nurse assistants. It includes a sample performance evaluation form spanning 4 pages that can be used to rate CNAs on various performance factors like administration, knowledge, communication, teamwork, and safety. It also provides phrases to use in evaluating a CNA's attitude, creativity, decision making, interpersonal skills, and problem solving abilities. Finally, it lists and describes the top 12 methods that can be used to evaluate CNA performance, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree appraisals. The document aims to provide HR professionals with resources to properly evaluate and develop CNAs.
This document contains information about performance evaluation methods for an activities assistant, including examples of performance review phrases and key performance indicators. It provides resources for developing a comprehensive performance evaluation form, with sections for reviewing goals and objectives, rating job performance factors, identifying strengths and areas for improvement, and obtaining employee and manager signatures. The document also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback, outlining their process and advantages.
This document provides information and resources for evaluating the performance of an account administrator, including:
1. Sample performance evaluation forms for rating an account administrator's performance, strengths/weaknesses, goals, and other factors.
2. Links to free eBooks and resources on writing effective performance appraisals, including phrases, samples, and tips.
3. Descriptions of common performance appraisal methods like management by objectives, critical incidents, behaviorally anchored rating scales, and 360-degree feedback that can be used to evaluate an account administrator.
The document aims to help managers formally assess an account administrator's work quality and provide constructive feedback for improvement.
2. Job Performance Evaluation Form Page 2
Useful performance appraisal materials for church administrative
assistant:
performanceappraisal360.com/free-ebook-2456-phrases-for-performance-
appraisals
performanceappraisal360.com/free-65-performance-appraisal-forms
performanceappraisal360.com/free-ebook-top-12-methods-for-performance-
appraisal
performanceappraisal360.com/free-ebook-top-15-secrets-to-set-up-
performance-management-system
performanceappraisal360.com/free-ebook-2436-KPI-samples/
performanceappraisal360.com/free-ebook-top -9-tips-to-writing-a-winning-
self-appraisal
Church administrative assistant job description
Church administrative assistant goals & objectives
Church administrative assistant KPIs & KRAs
Church administrative assistant self appraisal
3. Job Performance Evaluation Form Page 3
I. Church administrative assistant performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS(use job description as basis of this evaluation).
Administration - Measures effectiveness in planning, Outstanding
4. Job Performance Evaluation Form Page 4
organizing and efficiently handling activities and eliminating
unnecessary activities
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Job Knowledge - Measures effectiveness in keeping Outstanding
5. Job Performance Evaluation Form Page 5
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
6. Job Performance Evaluation Form Page 6
B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS:Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
7. Job Performance Evaluation Form Page 7
E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that theemployee was
given theopportunity to discuss theofficial review with thesupervisor.)
Evaluated by Date
Reviewed by Date
8. Job Performance Evaluation Form Page 8
II. Church administrative assistant performance phrases
1.Attitude Performance Review Examples – church administrative assistant
Positive review
Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for church administrative
assistant
Positive review
Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
9. Job Performance Evaluation Form Page 9
Negative review
Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – church administrative assistant
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance ReviewPhrases – church administrative assistant
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
10. Job Performance Evaluation Form Page 10
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – church administrative assistant
Positive review
Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
11. Job Performance Evaluation Form Page 11
6.Teamwork Skills Performance Appraisal Phrases – church administrative assistant
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
12. Job Performance Evaluation Form Page 12
III.Top 12 methods for church administrative assistant performance
appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
13. Job Performance Evaluation Form Page 13
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
14. Job Performance Evaluation Form Page 14
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
15. Job Performance Evaluation Form Page 15
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
16. Job Performance Evaluation Form Page 16
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
17. Job Performance Evaluation Form Page 17
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
18. Job Performance Evaluation Form Page 18
Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…