This document provides information on various methods for evaluating the performance of a community outreach specialist. It describes six common evaluation methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides details on what the method entails and potential advantages or disadvantages. The document aims to outline effective approaches for appraising the job performance of a community outreach specialist.
This document provides information and resources for evaluating the performance of a branch administrator. It includes a job performance evaluation form with multiple pages for documenting an employee's performance rating, strengths, areas for improvement, and goals. It also lists common performance appraisal methods that can be used, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Sample phrases are given for evaluating different performance dimensions like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Overall, the document aims to help structure a formal performance review for a branch administrator position.
This document provides resources and templates for evaluating the job performance of an assistant bank manager, including:
- Links to free eBooks and forms for performance appraisal, including phrases, methods, tips for self-appraisals, and examples of key performance indicators.
- A sample performance evaluation form for an assistant bank manager, rating them on factors like administration, communication, decision-making, customer service, and more. Space is provided for commenting on strengths, areas for improvement, and setting goals.
- Additional phrases for evaluating an assistant bank manager's attitude, creativity, decision-making, and other skills in a performance review.
This letter serves as a reference for Md. Abu Sufian, who worked as a research analyst for a joint project between the University of Cambridge and BRAC in 2014. The letter confirms his employment and states that he worked diligently and completed all assigned tasks. The letter recommends Md. Abu Sufian as a proficient research analyst and offers contact information for the writer.
This document provides a job performance evaluation form for a financial administrative assistant. It includes sections for evaluating performance factors, strengths and accomplishments, areas for improvement, and a plan of action. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes examples of performance review phrases to assess attitude, creativity, decision-making, and other skills relevant to the role.
This letter provides a recommendation for Shareef Shaik from his academic advisor Yongwei Shan. Shan worked closely with Shaik as his advisor during his graduate studies and taught him in two classes. Shan describes Shaik as a hardworking, self-disciplined student who worked independently on his creative component project exploring virtual reality design review. Shan also notes that Shaik is a team player and currently volunteers on one of Shan's research projects. Overall, Shan strongly recommends Shaik for any position and believes he will contribute significantly as an employee.
This document provides information and resources for performance evaluations of civil engineers, including:
1. A 4-page sample civil engineer performance evaluation form with rating scales for various performance factors.
2. Links to free eBooks and resources on performance appraisal phrases, forms, methods, key performance indicators, and tips for self-appraisals.
3. Descriptions of the top 12 methods for civil engineer performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Checklist and weighted checklist methods are also discussed.
This document provides information and resources for evaluating the performance of a branch administrator. It includes a job performance evaluation form with multiple pages for documenting an employee's performance rating, strengths, areas for improvement, and goals. It also lists common performance appraisal methods that can be used, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Sample phrases are given for evaluating different performance dimensions like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Overall, the document aims to help structure a formal performance review for a branch administrator position.
This document provides resources and templates for evaluating the job performance of an assistant bank manager, including:
- Links to free eBooks and forms for performance appraisal, including phrases, methods, tips for self-appraisals, and examples of key performance indicators.
- A sample performance evaluation form for an assistant bank manager, rating them on factors like administration, communication, decision-making, customer service, and more. Space is provided for commenting on strengths, areas for improvement, and setting goals.
- Additional phrases for evaluating an assistant bank manager's attitude, creativity, decision-making, and other skills in a performance review.
This letter serves as a reference for Md. Abu Sufian, who worked as a research analyst for a joint project between the University of Cambridge and BRAC in 2014. The letter confirms his employment and states that he worked diligently and completed all assigned tasks. The letter recommends Md. Abu Sufian as a proficient research analyst and offers contact information for the writer.
This document provides a job performance evaluation form for a financial administrative assistant. It includes sections for evaluating performance factors, strengths and accomplishments, areas for improvement, and a plan of action. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes examples of performance review phrases to assess attitude, creativity, decision-making, and other skills relevant to the role.
This letter provides a recommendation for Shareef Shaik from his academic advisor Yongwei Shan. Shan worked closely with Shaik as his advisor during his graduate studies and taught him in two classes. Shan describes Shaik as a hardworking, self-disciplined student who worked independently on his creative component project exploring virtual reality design review. Shan also notes that Shaik is a team player and currently volunteers on one of Shan's research projects. Overall, Shan strongly recommends Shaik for any position and believes he will contribute significantly as an employee.
This document provides information and resources for performance evaluations of civil engineers, including:
1. A 4-page sample civil engineer performance evaluation form with rating scales for various performance factors.
2. Links to free eBooks and resources on performance appraisal phrases, forms, methods, key performance indicators, and tips for self-appraisals.
3. Descriptions of the top 12 methods for civil engineer performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Checklist and weighted checklist methods are also discussed.
This document provides information and resources for evaluating the performance of a gaming dealer, including:
1. A job performance evaluation form with sections to rate job performance factors, document strengths/areas for improvement, set goals, and obtain signatures.
2. Examples of phrases to use in evaluating a gaming dealer's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting a gaming dealer's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Turner Construction Letter Of RecommendationJimAlekson
Turner Construction worked with Jim Alekson on the 2200 Westlake Project in Seattle and provides a strong recommendation for future projects. The letter details that Jim worked well with Turner as the general contractor on the difficult 1.1 million square foot project, which included underground parking, retail space, a hotel, and condominiums. It commends Jim for obtaining complicated permits, coordinating retail leases and design changes during construction, and keeping the diverse project team focused to completion despite changing market conditions. Turner expresses confidence in Jim and interest in collaborating with him again.
This document contains materials for evaluating an engineer's job performance, including:
1. A 4-page performance evaluation form for rating an engineer on factors like administration, knowledge, communication, and more. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. A list of 6 effective performance appraisal methods for engineers, such as management by objectives, critical incident method, and 360 degree feedback.
3. Sample phrases for writing performance reviews on various skills and traits, both positive and negative, for things like attitude, creativity, decision-making, and teamwork.
The document provides a comprehensive template and guidance for conducting a thorough job performance review for an engineer.
Este documento presenta una introducción a la ingeniería civil. Explica que la ingeniería civil aplica conocimientos de física, química, cálculo, geografía y geología para desarrollar infraestructura, obras hidráulicas y de transporte. El objetivo general es que los estudiantes adquieran una comprensión clara de lo que implica la carrera y cómo contribuye al desarrollo social y tecnológico. Se describen las áreas, capacidades, y campos de aplicación de la ingeniería civil.
How do you convince the upcoming generation that education is the key to succ...Kaye Norte
Education alone does not guarantee success; it must be applied properly and with good moral values and character development. While some obtain degrees but use them to take advantage of others, true success requires real effort, determination, and patience over time rather than shortcuts. The upcoming generation should focus on self-improvement rather than being distracted by criminals, and make the most of their own abilities and education to become better people.
The film Happy Feet 2 was produced with a $130 million budget by Warner Brothers and other companies. It was released in theaters on December 2, 2011 and features celebrity voice actors like Pink, Brad Pitt, and Elijah Wood. The film was distributed widely by Warner Brothers and promoted through trailers, video games, soundtracks, and social media to drive audiences to theaters.
(1) The document is an employee performance appraisal form evaluating an employee's performance over a review period.
(2) It contains sections for the employee to describe their responsibilities, accomplishments, and goals, and for the manager to rate the employee on various performance criteria on a scale of 1-10.
(3) The manager also provides comments on the employee's performance and an overall performance rating, and makes recommendations for training, promotion, etc.
DoM Student Ambassador Recommendation Letter - Weicong ZhaoWilson Weicong Zhao
Weicong Zhao excelled in his role as a Student Ambassador for the Department of Management at the London School of Economics in 2015-2016. He demonstrated outstanding communication and networking skills in representing the department to prospective students from around the world. The letter's author recommends Weicong for his engagement, proactivity, and success in building relationships with incoming students and promoting the department's global brand.
Dr. Stephen Mamber provides a strong letter of recommendation for Steven Thompson, who interned in his office for four summers. Dr. Mamber was impressed with Steven's initiative and writing skills when he was hired as an intern. Steven proved to be a highly productive intern who learned technical skills quickly and consistently completed complex assignments efficiently. Steven's work resulted in multiple publications and presentations. Dr. Mamber commends Steven's work ethic and commitment to their work, and strongly recommends him for a position at USDA.
This document contains information about performance evaluation methods for manufacturing engineers, including example phrases and templates.
It begins by outlining several popular performance appraisal methods like management by objectives, critical incident method, and behaviorally anchored rating scales. It then provides examples of positive and negative phrases for evaluating different skills like attitude, creativity, decision-making, and problem-solving.
The document concludes by describing additional methods like 360-degree feedback, checklist approaches, and discusses features of management by objectives in more detail. An evaluation form template is also included with rating scales and sections for commenting on strengths, areas for improvement, and developing action plans.
This letter recommends Mr. Sudarsh Nanjappa for employment. The professor taught Mr. Nanjappa two courses and was impressed with his outstanding achievements and understanding of complex technical topics. Mr. Nanjappa designed mobile applications using various technologies and is currently working on an application to help occupational therapists track patient progress. The professor believes Mr. Nanjappa has a strong technical background, works well independently and in teams, and will be able to handle significant job responsibilities.
Rod Lewis is recommended for his excellent teamwork abilities and balancing creative and pragmatic skills. As an HR consultant, he helped Purdue University and Kimberly Clark develop an undergraduate case competition. He contributed ideas, clearly communicated goals, and efficiently managed the collaboration between academic and corporate resources. Throughout the project, Rod demonstrated an ability to excel in developing new ideas as well as diligently executing the final product to ensure success.
This document provides information and resources for evaluating the performance of a client service executive, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- Sections on a client service executive performance evaluation form, including rating performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
- Examples of performance review phrases for evaluating a client service executive's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- An overview of the top 12 methods for a client service executive's performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-
This document provides information and resources for evaluating the performance of a client service specialist. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists several methods that can be used for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist methods. Key details are given about how each method works and its advantages or disadvantages. The document aims to help managers properly evaluate the performance of a client service specialist.
This document provides information and resources for evaluating the performance of a gaming dealer, including:
1. A job performance evaluation form with sections to rate job performance factors, document strengths/areas for improvement, set goals, and obtain signatures.
2. Examples of phrases to use in evaluating a gaming dealer's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting a gaming dealer's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Turner Construction Letter Of RecommendationJimAlekson
Turner Construction worked with Jim Alekson on the 2200 Westlake Project in Seattle and provides a strong recommendation for future projects. The letter details that Jim worked well with Turner as the general contractor on the difficult 1.1 million square foot project, which included underground parking, retail space, a hotel, and condominiums. It commends Jim for obtaining complicated permits, coordinating retail leases and design changes during construction, and keeping the diverse project team focused to completion despite changing market conditions. Turner expresses confidence in Jim and interest in collaborating with him again.
This document contains materials for evaluating an engineer's job performance, including:
1. A 4-page performance evaluation form for rating an engineer on factors like administration, knowledge, communication, and more. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. A list of 6 effective performance appraisal methods for engineers, such as management by objectives, critical incident method, and 360 degree feedback.
3. Sample phrases for writing performance reviews on various skills and traits, both positive and negative, for things like attitude, creativity, decision-making, and teamwork.
The document provides a comprehensive template and guidance for conducting a thorough job performance review for an engineer.
Este documento presenta una introducción a la ingeniería civil. Explica que la ingeniería civil aplica conocimientos de física, química, cálculo, geografía y geología para desarrollar infraestructura, obras hidráulicas y de transporte. El objetivo general es que los estudiantes adquieran una comprensión clara de lo que implica la carrera y cómo contribuye al desarrollo social y tecnológico. Se describen las áreas, capacidades, y campos de aplicación de la ingeniería civil.
How do you convince the upcoming generation that education is the key to succ...Kaye Norte
Education alone does not guarantee success; it must be applied properly and with good moral values and character development. While some obtain degrees but use them to take advantage of others, true success requires real effort, determination, and patience over time rather than shortcuts. The upcoming generation should focus on self-improvement rather than being distracted by criminals, and make the most of their own abilities and education to become better people.
The film Happy Feet 2 was produced with a $130 million budget by Warner Brothers and other companies. It was released in theaters on December 2, 2011 and features celebrity voice actors like Pink, Brad Pitt, and Elijah Wood. The film was distributed widely by Warner Brothers and promoted through trailers, video games, soundtracks, and social media to drive audiences to theaters.
(1) The document is an employee performance appraisal form evaluating an employee's performance over a review period.
(2) It contains sections for the employee to describe their responsibilities, accomplishments, and goals, and for the manager to rate the employee on various performance criteria on a scale of 1-10.
(3) The manager also provides comments on the employee's performance and an overall performance rating, and makes recommendations for training, promotion, etc.
DoM Student Ambassador Recommendation Letter - Weicong ZhaoWilson Weicong Zhao
Weicong Zhao excelled in his role as a Student Ambassador for the Department of Management at the London School of Economics in 2015-2016. He demonstrated outstanding communication and networking skills in representing the department to prospective students from around the world. The letter's author recommends Weicong for his engagement, proactivity, and success in building relationships with incoming students and promoting the department's global brand.
Dr. Stephen Mamber provides a strong letter of recommendation for Steven Thompson, who interned in his office for four summers. Dr. Mamber was impressed with Steven's initiative and writing skills when he was hired as an intern. Steven proved to be a highly productive intern who learned technical skills quickly and consistently completed complex assignments efficiently. Steven's work resulted in multiple publications and presentations. Dr. Mamber commends Steven's work ethic and commitment to their work, and strongly recommends him for a position at USDA.
This document contains information about performance evaluation methods for manufacturing engineers, including example phrases and templates.
It begins by outlining several popular performance appraisal methods like management by objectives, critical incident method, and behaviorally anchored rating scales. It then provides examples of positive and negative phrases for evaluating different skills like attitude, creativity, decision-making, and problem-solving.
The document concludes by describing additional methods like 360-degree feedback, checklist approaches, and discusses features of management by objectives in more detail. An evaluation form template is also included with rating scales and sections for commenting on strengths, areas for improvement, and developing action plans.
This letter recommends Mr. Sudarsh Nanjappa for employment. The professor taught Mr. Nanjappa two courses and was impressed with his outstanding achievements and understanding of complex technical topics. Mr. Nanjappa designed mobile applications using various technologies and is currently working on an application to help occupational therapists track patient progress. The professor believes Mr. Nanjappa has a strong technical background, works well independently and in teams, and will be able to handle significant job responsibilities.
Rod Lewis is recommended for his excellent teamwork abilities and balancing creative and pragmatic skills. As an HR consultant, he helped Purdue University and Kimberly Clark develop an undergraduate case competition. He contributed ideas, clearly communicated goals, and efficiently managed the collaboration between academic and corporate resources. Throughout the project, Rod demonstrated an ability to excel in developing new ideas as well as diligently executing the final product to ensure success.
This document provides information and resources for evaluating the performance of a client service executive, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- Sections on a client service executive performance evaluation form, including rating performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
- Examples of performance review phrases for evaluating a client service executive's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- An overview of the top 12 methods for a client service executive's performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-
This document provides information and resources for evaluating the performance of a client service specialist. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists several methods that can be used for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist methods. Key details are given about how each method works and its advantages or disadvantages. The document aims to help managers properly evaluate the performance of a client service specialist.
Community relations officer performance appraisalDuncanEdwards789
This document provides information and resources for evaluating the job performance of a community relations officer, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form spanning 8 pages with sections to rate performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Descriptions of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of a client services coordinator. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists the top 12 methods for performance appraisal that could be used, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. Key details are given on how each method works and its advantages or disadvantages. The document aims to help managers formally assess a client services coordinator's work.
This document provides information and resources for conducting a performance evaluation of a compensation specialist. It includes a sample evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance improvement plan. The form also has sections for employee and manager signatures. The document then lists phrases that can be used in the evaluation for different performance aspects, such as attitude, creativity, decision-making, and teamwork. Finally, it outlines the top 12 methods that can be used for evaluating a compensation specialist's performance, including management by objectives, critical incident method, and 360-degree feedback.
Directions For Animal Whey: Mix 1 scoop of Animal Whey™ with 4-6 ounces of skim milk or your beverage of choice. For best results, use a blender or Animal Shaker Cup. On training days, use 2 or more servings post-workout or whenever more protein is required. For more flavor, use slightly less liquid when mixing up Animal Whey
This document provides information and resources for evaluating the performance of a clinical operations manager, including:
1. Links to free ebooks and forms for performance appraisals.
2. A sample job performance evaluation form spanning 8 pages with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Phrases for evaluating different aspects of performance like attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
Community relations coordinator performance appraisalDuncanEdwards789
This document provides a job performance evaluation form for a community relations coordinator. It includes:
- Sections for identifying the employee and evaluation period, reviewing performance factors and ratings, noting employee strengths and areas for improvement, and developing a plan for improved performance.
- Definitions for rating an employee's performance as outstanding, exceeding expectations, meeting expectations, below expectations, or unsatisfactory.
- A list of 20 performance factors to evaluate, including administration, communication, teamwork, decision-making, customer service, and safety.
- Sample phrases for evaluating an employee's attitude, creativity, decision-making, and other skills in both positive and negative reviews.
The form allows for a thorough annual review
This document provides materials for evaluating the job performance of a college athletic director, including:
- A job performance evaluation form with rating scales to assess the athletic director's performance in areas like administration, communication, decision-making, expense management, and customer service.
- Links to additional resources on writing performance appraisals and developing key performance indicators (KPIs).
- Sample performance review phrases to document an athletic director's strengths, areas for improvement, and attitudes.
This document provides materials and templates for evaluating the job performance of a clinic coordinator, including:
- Links to free ebooks and forms for performance appraisal phrases, methods, and tips for writing self-appraisals.
- Sections for a clinic coordinator performance form covering rating performance factors and overall performance.
- Examples of positive and negative performance review phrases for a clinic coordinator's attitude, creativity, decision-making, and other skills.
Community development director performance appraisalDuncanEdwards789
This document provides information and resources for evaluating the job performance of a community development director, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A job performance evaluation form with sections for planning and results, performance factors, employee strengths, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating a community development director's attitude, creativity, decision-making, interpersonal skills, and other factors.
4. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the job performance of a communications associate. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance improvement plan. It also gives examples of performance review phrases for evaluating different skills areas for a communications associate such as attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Laporan status perpajakan pt. elnusa 2015 aprilsairih kanam
PT. ELNUSA Tbk's prepaid tax recapitulation for 2015 shows:
1. Prepaid income tax amounts for articles 23, 22, and 25 totaling over Rp33 billion, with article 23 having the largest amount at over Rp12 billion.
2. Graphs of the prepaid tax amounts for each article show article 23 decreasing each month as proof of withholding receipts increased.
3. Cash flow for tax payments in 2015 totals over Rp133 billion led by income tax article 21 at nearly Rp39 billion and VAT on domestic transactions at over Rp21 billion.
This document provides information and resources for evaluating the job performance of a communication consultant, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A sample job performance evaluation form for a communication consultant with sections for performance planning and review, rating performance factors, employee strengths and areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating a communication consultant's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
4. An overview of the top 12 methods for a communication consultant's performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales
This document provides information and resources for evaluating the job performance of a social worker assistant, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
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 social worker assistant.
This document provides information about performance evaluation methods for community service officers. It discusses 12 common methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The goal is to help choose effective approaches for evaluating a community service officer's job performance.
This document provides information and resources for evaluating the performance of a social services director, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- Sections for documenting a social services director's performance review, including rating their performance on factors like administration, decision-making, and customer service.
- Examples of positive and negative phrases for evaluating a director's performance in areas such as attitude, creativity, and problem-solving skills.
- An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident reporting, and 360-degree feedback.
Community support specialist perfomance appraisal 2tonychoper6404
This document contains information about performance evaluation forms and methods for evaluating community support specialists. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for evaluating different skills and examples of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360 degree feedback. The goal of the document is to provide useful resources for conducting job performance evaluations of community support specialists.
This document contains a job performance evaluation form for a reconciliation specialist. It includes sections to rate the employee's performance on various factors like administration, communication, teamwork, and decision making. It also includes sections for noting the employee's strengths, areas for improvement, and developing a plan of action. Sample phrases are provided to describe positive and negative attitudes, creativity, and decision making abilities. The form appears to be a comprehensive tool for evaluating the job performance of a reconciliation specialist over a given time period.
Career development specialist performance appraisalBackstressBoys345
This document provides a job performance evaluation form for evaluating a career development specialist. It includes sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a plan of action. Performance is rated on a scale from "Outstanding" to "Unsatisfactory" for factors like administration, communication, teamwork, decision-making, and customer service. The form also allows for signatures from the employee and evaluator and a review of the employee's job description. Additional pages provide sample performance review phrases related to attitude, creativity, and decision-making that could be used in the evaluation.
Career development specialist performance appraisalBackstressBoys345
This document provides information and resources for evaluating the job performance of a career development specialist. It includes a sample performance evaluation form with sections for planning and results, performance factors, employee strengths and areas for improvement, and signatures. A list of useful performance appraisal materials is given on page 1. Page 2 provides sample phrases for evaluating various performance factors like attitude, creativity, decision-making, interpersonal skills, and problem solving. Page 3 lists the top 12 methods for performance appraisal, briefly describing methods like management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Social media specialist performance appraisalwardmarcus19
Social media specialist job description
• Social media specialist goals & objectives
• Social media specialist KPIs & KRAs
• Social media specialist self appraisal
Social media specialist performance appraisalwardmarcus19
This document contains information about performance evaluation forms and methods for evaluating a social media specialist. It includes a 4-page sample performance evaluation form for a social media specialist with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for evaluating a social media specialist's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Finally, it lists and describes the top 12 methods that can be used for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360-degree feedback.
Social work assistant perfomance appraisal 2tonychoper4304
This document provides information and resources for evaluating the performance of a social work assistant, including:
1. A 4-page job performance evaluation form with rating scales for evaluating an employee's performance, strengths, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a social work assistant's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance evaluation, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Network support specialist performance appraisalJaeWon012
This document provides resources and templates for conducting a job performance evaluation for a network support specialist. It includes a multi-page evaluation form template that can be filled out to assess an employee's performance based on factors like administration, communication, teamwork, decision-making, customer service, and safety. The form also includes sections for documenting employee strengths, areas for improvement, and a review of the employee's job description. Additional phrases are provided to help evaluate an employee's attitude, creativity, and decision-making skills.
This document provides information on various performance evaluation methods that can be used to evaluate an executive search consultant. It describes six common methods: 1) Management by Objectives, which involves setting goals and measuring goal achievement; 2) Critical Incident Method, which involves documenting positive and negative behaviors; 3) Behaviorally Anchored Rating Scales, which focuses on rating specific behaviors; 4) Behavioral Observation Scales, which rates critical incidents; 5) 360 Degree Feedback, which incorporates anonymous feedback from coworkers; and 6) Checklist Method, which involves rating traits on a checklist. The document provides details on how each method works and its advantages.
This document provides information on various performance appraisal methods that can be used to evaluate a corporate communications specialist. It describes 12 different methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides an overview and discusses their key features, advantages, and disadvantages. The goal of the document is to outline effective approaches that can be taken to appraise the performance of a corporate communications specialist.
Human resource consultant performance appraisalSolCampbell123
This document provides information on performance evaluation methods for human resource consultants, including definitions, features, and advantages/disadvantages. It outlines six common methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist/weighted checklist method. Each method focuses on different aspects of performance such as goal setting, critical behaviors, specific ratings, frequency of behaviors, multi-rater feedback, and trait assessments. The document serves as a reference for selecting and understanding performance appraisal techniques for human resource roles.
This document provides a job performance evaluation form for a youth program coordinator. It includes:
- Sections to rate the coordinator's performance on factors like administration, communication, teamwork, decision making, and customer service using ratings of outstanding to unsatisfactory.
- Areas for commenting on the employee's strengths, performance needing improvement, and a plan for improved performance.
- A job description review to indicate if any changes were made.
- Sample phrases to use in the performance review on topics like attitude, creativity, and decision making.
The form allows for a thorough annual review of the youth program coordinator's performance.
This document provides information and resources for evaluating the performance of a market research assistant, including:
- Links to free ebooks and forms for performance appraisals.
- 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 a market research assistant's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
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 provides a job performance evaluation form for a special event coordinator. It includes:
- Sections to rate the coordinator's performance on factors like administration, communication, teamwork, and customer service using ratings of outstanding to unsatisfactory.
- Areas for commenting on the employee's strengths, performance needing improvement, and a plan for improved performance.
- A section to review the employee's job description.
- Sample phrases for evaluating the coordinator's attitude, creativity, decision-making, and other skills.
The form allows for a thorough annual review of the coordinator's performance against their job requirements and objectives.
Similar to Community outreach specialist performance appraisal (20)
Community outreach specialist performance appraisal
1. Job Performance Evaluation Form Page 1
Community outreachspecialist performanceappraisal
Useful performance appraisal materials for community outreach
specialist:
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/
performanceappraisal123.com/free-ebook-top -9-tips-to-writing-a-winning-
self-appraisal
Community outreach specialist job description
Community outreach specialist goals & objectives
Community outreach specialist KPIs & KRAs
Community outreach specialist self appraisal
2. Job Performance Evaluation Form Page 2
I. Community outreach specialist 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.
3. Job Performance Evaluation Form Page 3
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,
organizing and efficiently handling activities and eliminating
unnecessary activities
Outstanding
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
BelowExpectations
4. Job Performance Evaluation Form Page 4
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
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Outstanding
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
5. Job Performance Evaluation Form Page 5
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
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:
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. Community outreach specialist performance phrases
1.Attitude Performance Review Examples – community outreach specialist
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 community outreach
specialist
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 – community outreach specialist
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 – community outreach specialist
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 – community outreach specialist
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 – community outreach specialist
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 community outreach specialist 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…