This document contains materials for conducting a county clerk's job performance evaluation, including:
- A 4-page evaluation form to rate the clerk's performance on factors like administration, communication, decision-making, and provide an overall rating.
- Links to additional online resources on performance appraisals including sample forms, methods, key performance indicators (KPIs).
- Examples of positive and negative phrases to use in evaluating the clerk's attitude, creativity, decision-making and other skills.
The evaluation is meant to assess the clerk's work performance, identify strengths and areas for improvement, and create a plan of action for improved performance going forward.
This document contains materials for evaluating the job performance of an area coordinator, including:
- A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
- Links to additional online resources for performance appraisals like sample phrases, forms, and guides for setting up performance management systems.
- Sample performance review phrases for an area coordinator's attitude, creativity/innovation, and decision-making.
The evaluation form and supplemental materials provide a comprehensive guide for assessing an area coordinator's work performance and developing their skills.
This document provides information and resources for evaluating the job performance of a general clerk, including:
1. A 4-page job performance evaluation form for a general clerk, with sections to rate their performance on factors like administration, communication, teamwork, and more.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for writing self-appraisals.
3. The full 8-page general clerk performance evaluation form, with performance rating definitions and sections to document employee strengths, areas for improvement, and signatures.
4. Examples of positive and negative performance review phrases for evaluating a general clerk's attitude, creativity,
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 information and resources for evaluating the performance of a field coordinator. It includes a 4-page sample performance evaluation form with rating scales for evaluating employees on various performance factors. It also lists phrases that can be used in a performance review for areas like attitude, decision-making, problem-solving, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The overall document serves as a guide for organizations on how to structure a formal performance evaluation process for field coordinators.
This document contains information about performance evaluation forms and methods for courtesy officers. It includes a sample performance evaluation form with sections for identifying employee information, rating performance factors, employee strengths and areas for improvement, and signatures. It also lists phrases that can be used in performance reviews for areas such as attitude, creativity, decision-making, and problem-solving. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document provides tools and guidance for conducting courtesy officer performance evaluations.
This document contains materials for evaluating the job performance of an area coordinator, including:
- A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
- Links to additional online resources for performance appraisals like sample phrases, forms, and guides for setting up performance management systems.
- Sample performance review phrases for an area coordinator's attitude, creativity/innovation, and decision-making.
The evaluation form and supplemental materials provide a comprehensive guide for assessing an area coordinator's work performance and developing their skills.
This document provides information and resources for evaluating the job performance of a general clerk, including:
1. A 4-page job performance evaluation form for a general clerk, with sections to rate their performance on factors like administration, communication, teamwork, and more.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for writing self-appraisals.
3. The full 8-page general clerk performance evaluation form, with performance rating definitions and sections to document employee strengths, areas for improvement, and signatures.
4. Examples of positive and negative performance review phrases for evaluating a general clerk's attitude, creativity,
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 information and resources for evaluating the performance of a field coordinator. It includes a 4-page sample performance evaluation form with rating scales for evaluating employees on various performance factors. It also lists phrases that can be used in a performance review for areas like attitude, decision-making, problem-solving, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The overall document serves as a guide for organizations on how to structure a formal performance evaluation process for field coordinators.
This document contains information about performance evaluation forms and methods for courtesy officers. It includes a sample performance evaluation form with sections for identifying employee information, rating performance factors, employee strengths and areas for improvement, and signatures. It also lists phrases that can be used in performance reviews for areas such as attitude, creativity, decision-making, and problem-solving. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document provides tools and guidance for conducting courtesy officer performance evaluations.
This document contains information about performance evaluation forms and methods for evaluating a dispatch coordinator's job performance. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases for performance reviews on topics like attitude, decision-making, problem-solving, and teamwork are also provided.
This document contains information about performance evaluation forms and methods for evaluating an accounts payable assistant. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, and customer service. It also provides examples of phrases to use in evaluations for areas like attitude, problem solving, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide HR professionals with resources for comprehensively evaluating the performance of an accounts payable assistant.
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.
Service supervisor performance appraisalRuudGullit012
This document provides a job performance evaluation form for evaluating the performance of a service supervisor. It includes:
1) Links to online resources for performance appraisal materials like phrases, forms, and methods.
2) A 4-page evaluation form covering performance factors, employee strengths/accomplishments, areas for improvement, and signatures. Factors include administration, communication, decision-making, leadership, and more.
3) A section with sample performance review phrases for evaluating a service supervisor's attitude, creativity, decision-making, and other skills.
The evaluation form and phrases are intended to help managers formally assess and document a service supervisor's job performance.
The document provides information on performance evaluation methods for claims officers. It discusses 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 a definition, overview of the process, examples of how they are used to evaluate performance factors, and advantages or disadvantages. The document aims to outline useful approaches and considerations for evaluating the job performance of claims officers.
This document provides information and resources for evaluating the job performance of a registration clerk, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form in 8 pages that outlines the evaluation process and includes rating scales for evaluating various performance factors and skills.
3. Examples of performance review phrases for evaluating attributes like attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for performance appraisal that can be used for a registration clerk, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides materials for evaluating the job performance of a branch coordinator, including:
- A form for conducting a performance review with ratings in various areas like administration, communication, decision-making, and customer service.
- Examples of positive and negative phrases to use in evaluating different aspects of performance like attitude, creativity, and decision-making.
- Instructions on how to complete the review, have the employee sign, and review their job description.
The goal is to provide a structured process and common language for evaluating a branch coordinator's performance and identifying strengths and areas for improvement.
This document provides information and resources for evaluating the performance of a data coordinator. 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, interpersonal skills, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess a data coordinator's work quality and provide constructive feedback for improvement.
This document provides information and resources for evaluating the job performance of an accounts receivable (AR) clerk, including:
1. Links to free ebooks and forms for AR clerk performance appraisals from performanceappraisal360.com.
2. Sections of a sample job performance evaluation form for an AR clerk, including rating an employee's performance on factors like administration, communication, decision-making, and more.
3. Examples of positive and negative phrases for evaluating an AR clerk's performance in areas such as attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for AR clerk performance appraisal, such as management by objectives
This document provides materials for evaluating the job performance of a litigation assistant, including:
- A form for conducting a performance review with ratings in various areas like administration, communication, decision-making, and customer service.
- Examples of positive and negative phrases to use in assessing an employee's attitude, creativity, and decision-making abilities.
- A section for documenting the employee's strengths, areas for improvement, and a plan of action.
- Instructions and definitions for using the evaluation form to rate and provide feedback on a litigation assistant's work.
This document provides information and resources for evaluating the job performance of a delivery coordinator. It includes a sample performance evaluation form spanning 8 pages with sections to rate performance factors, document employee strengths and areas for improvement, set a performance improvement plan, and obtain signatures. It also lists 12 common performance appraisal methods for delivery coordinators such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases are given to describe employee performance in areas like attitude, creativity, decision-making, and problem-solving.
This document contains notes from an upcoming veterinary appointment for a 3 year old cat named Sylvester presenting with acute lethargy, vomiting, and anorexia. The cat is obese. Differential diagnoses listed include various gastrointestinal, hepatic, renal, and endocrine causes. Hematology results show elevated red blood cell count, white blood cell count, segments, and low lymphocytes. Biochemistry results show elevated glucose, urea, creatinine, and low calcium and phosphorus, suggestive of dehydration.
Migraine pain is severe pain on one side of the head and comes in different types, with or without aura or head pain. Symptoms include nausea, sensitivity to light/sound, poor concentration, sweating, and abdominal or urinary issues. Prevention techniques involve avoiding triggers like smoking, exercising, sleeping, and staying hydrated. Migraines are caused by neurogenic inflammation and chemicals like serotonin that cause blood vessel expansion. Sinus headaches cause pain in the front of the head due to sinus inflammation, with symptoms like pain, worsening with forward bending, nasal discharge, sore throat, fever, cough, fatigue, upper jaw pain, and smell issues. Sinus headaches are caused by colds, bacteria, weak
This document contains information about performance evaluation forms and methods for evaluating a dispatch coordinator's job performance. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases for performance reviews on topics like attitude, decision-making, problem-solving, and teamwork are also provided.
This document contains information about performance evaluation forms and methods for evaluating an accounts payable assistant. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, and customer service. It also provides examples of phrases to use in evaluations for areas like attitude, problem solving, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide HR professionals with resources for comprehensively evaluating the performance of an accounts payable assistant.
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.
Service supervisor performance appraisalRuudGullit012
This document provides a job performance evaluation form for evaluating the performance of a service supervisor. It includes:
1) Links to online resources for performance appraisal materials like phrases, forms, and methods.
2) A 4-page evaluation form covering performance factors, employee strengths/accomplishments, areas for improvement, and signatures. Factors include administration, communication, decision-making, leadership, and more.
3) A section with sample performance review phrases for evaluating a service supervisor's attitude, creativity, decision-making, and other skills.
The evaluation form and phrases are intended to help managers formally assess and document a service supervisor's job performance.
The document provides information on performance evaluation methods for claims officers. It discusses 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 a definition, overview of the process, examples of how they are used to evaluate performance factors, and advantages or disadvantages. The document aims to outline useful approaches and considerations for evaluating the job performance of claims officers.
This document provides information and resources for evaluating the job performance of a registration clerk, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form in 8 pages that outlines the evaluation process and includes rating scales for evaluating various performance factors and skills.
3. Examples of performance review phrases for evaluating attributes like attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for performance appraisal that can be used for a registration clerk, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides materials for evaluating the job performance of a branch coordinator, including:
- A form for conducting a performance review with ratings in various areas like administration, communication, decision-making, and customer service.
- Examples of positive and negative phrases to use in evaluating different aspects of performance like attitude, creativity, and decision-making.
- Instructions on how to complete the review, have the employee sign, and review their job description.
The goal is to provide a structured process and common language for evaluating a branch coordinator's performance and identifying strengths and areas for improvement.
This document provides information and resources for evaluating the performance of a data coordinator. 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, interpersonal skills, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess a data coordinator's work quality and provide constructive feedback for improvement.
This document provides information and resources for evaluating the job performance of an accounts receivable (AR) clerk, including:
1. Links to free ebooks and forms for AR clerk performance appraisals from performanceappraisal360.com.
2. Sections of a sample job performance evaluation form for an AR clerk, including rating an employee's performance on factors like administration, communication, decision-making, and more.
3. Examples of positive and negative phrases for evaluating an AR clerk's performance in areas such as attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for AR clerk performance appraisal, such as management by objectives
This document provides materials for evaluating the job performance of a litigation assistant, including:
- A form for conducting a performance review with ratings in various areas like administration, communication, decision-making, and customer service.
- Examples of positive and negative phrases to use in assessing an employee's attitude, creativity, and decision-making abilities.
- A section for documenting the employee's strengths, areas for improvement, and a plan of action.
- Instructions and definitions for using the evaluation form to rate and provide feedback on a litigation assistant's work.
This document provides information and resources for evaluating the job performance of a delivery coordinator. It includes a sample performance evaluation form spanning 8 pages with sections to rate performance factors, document employee strengths and areas for improvement, set a performance improvement plan, and obtain signatures. It also lists 12 common performance appraisal methods for delivery coordinators such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases are given to describe employee performance in areas like attitude, creativity, decision-making, and problem-solving.
This document contains notes from an upcoming veterinary appointment for a 3 year old cat named Sylvester presenting with acute lethargy, vomiting, and anorexia. The cat is obese. Differential diagnoses listed include various gastrointestinal, hepatic, renal, and endocrine causes. Hematology results show elevated red blood cell count, white blood cell count, segments, and low lymphocytes. Biochemistry results show elevated glucose, urea, creatinine, and low calcium and phosphorus, suggestive of dehydration.
Migraine pain is severe pain on one side of the head and comes in different types, with or without aura or head pain. Symptoms include nausea, sensitivity to light/sound, poor concentration, sweating, and abdominal or urinary issues. Prevention techniques involve avoiding triggers like smoking, exercising, sleeping, and staying hydrated. Migraines are caused by neurogenic inflammation and chemicals like serotonin that cause blood vessel expansion. Sinus headaches cause pain in the front of the head due to sinus inflammation, with symptoms like pain, worsening with forward bending, nasal discharge, sore throat, fever, cough, fatigue, upper jaw pain, and smell issues. Sinus headaches are caused by colds, bacteria, weak
This document summarizes a study on iris recognition. It discusses how iris recognition works by capturing high-resolution images of a person's iris and extracting distinguishing features to create biometric templates for identification. The key steps described are iris localization to isolate the iris region, feature extraction using filters to encode patterns into binary codes, and template matching using Hamming distance to compare templates and identify matches. Advantages of iris recognition include very high accuracy and verification time under 5 seconds. Disadvantages include its intrusive nature and high memory requirements. Applications discussed include security for ATMs, computers, buildings, and airports.
ShenBei Group is a quality PCB manufacturer located in Shenzhen, China with 12 years of experience. They have 350 employees across facilities in Shenzhen and Sichuan province. The company produces PCBs with up to 18 layers and various surface finishes like HASL, ENIG, and gold plating. They have the capacity to produce 200,000 square meters of boards per month. ShenBei aims to meet high quality standards and provide customized solutions and services to clients globally across industries like automotive, telecommunications, and electronics.
Pam Polito has over 15 years of experience in human resources with a focus on recruitment. She has held positions including Executive Assistant, Recruitment Specialist, and Human Resources Administrative Assistant. Her skills include strategic planning, regulatory knowledge, program management, applicant tracking systems, labor relations, policy development, and project management. She creates recruiting plans, writes job postings and advertisements, conducts new employee orientations, and ensures compliance with employment laws. Pam is proficient in Microsoft Office and has experience developing training programs and procedural documents.
The use of pro-active versus re-active risk management practices for managing...Pieterjan Tilleman
This document is a master's thesis submitted by Pieterjan Tilleman to the University of Ghent in 2013-2014. The thesis examines the use of proactive versus reactive risk management practices for managing supply chains. It includes a literature review on risk management, supply chain management, and supply chain risk management. The thesis presents a conceptual framework analyzing the influence of proactive and reactive risk strategies, moderated by supply chain management practices, design complexity, and other factors. Primary data was collected through a survey of Belgian companies and analyzed using statistical techniques including factor analysis and hypothesis testing. The results provide insight into how different approaches to risk management impact supply chain performance.
Body language communicates a lot about a person without them saying a word. It can impact how others perceive you in areas like job interviews, relationships, and business interactions. The document recommends using body language to project confidence, professionalism, and self-worth through graceful mannerisms, improved posture, and a smooth walk. It emphasizes that first impressions are formed by one's physical presence and carriage before any words are spoken.
Ada lima pendekatan utama psikoterapi yang masing-masing memiliki metode tersendiri, yaitu psikodinamik, perilaku, kognitif, humanistik, dan integratif. Pendekatan-pendekatan tersebut berfokus pada aspek-aspek berbeda seperti pikiran bawah sadar, perilaku, pola pikiran, potensi diri, serta penggabungan beberapa metode.
Este documento trata sobre la seguridad informática. Explica la necesidad de proteger los sistemas informáticos de amenazas como virus y hackers. Describe diferentes tipos de seguridad como la activa a través de antivirus y contraseñas, y la pasiva mediante copias de seguridad. También define conceptos clave como phishing, cookies y malware. Resalta que la mejor protección es adoptar una actitud responsable en internet y respetar la propiedad intelectual al descargar software.
Halicephalobus gingivalis is a parasite that can infect cats, meerkats, and humans. It is also known as Micronema deletrix. It survives in the environment for up to 16 days and can affect the brain, kidneys, and adrenal glands but not the liver. Modes of infection include ingestion, inhalation, and transplacental transmission. The disease is diagnosed through microscopic fecal examination and clinical signs include fever, lethargy, and mental changes but not hematuria. Microscopically, eosinophils, neutrophils, and lymphocytes can be observed.
Sun Microsystems defined a set of specifications for a subset of Java technology to create applications for them, Java Card applets. A device that supports these specifications is referred to as a Java Card platform. On a Java Card platform, multiple applications from different vendors can coexist securely. The Java Card platform is the tiniest of Java targeted for embedded devices. It is an open, interoperable platform for smart cards and secure tokens. The technology is widely used in SIM cards (it's used in GSM mobile phones) and ATM cards. Java Card gives users the ability to program a device and make it application specific and lets smart card developers use a common card platform. Smart cards, unlike magnetic stripe cards, can carry all necessary functions and information on the card; therefore, they do not require access to remote databases at the time of the transaction.
Los robots son entidades virtuales o mecánicas que se utilizan para la realización de trabajos automáticos y son controlados por medio de computadoras.
The document provides specifications for a 4x4 articulated tractor made by Game Equipment LLC. It lists details about the tractor such as its 185 or 225 horsepower engine, 4 forward/4 reverse transmission, heavy duty axles and tires, articulating frame, hydraulic and electrical systems, and optional equipment. Key details are highlighted like the John Deere or CAT engine options, planetary axles, open operator station or enclosed cab, and transport dimensions.
Helping the University of Leicester save money and make better use of technology. Eduserv provides identity and access management services, negotiates online resource licenses, and assists with digital engagement projects. It estimates the university saves at least £250,000 per year. For Bristol City Council, Eduserv helped transform services through a cloud migration to reduce costs. For the British Red Cross, Eduserv optimized its website for mobile use and added personalized location-based content. Eduserv's OpenAthens service provides over 4 million users in 33 countries with single sign-on access to hundreds of online healthcare, education and other resources.
P-ISM (“Pen-style Personal Networking Gadget Package”), which is nothing but the new discovery, which is under developing, stage by NEC Corporation. P-ISM is a gadget package including five functions: a pen-style cellular phone with a handwriting data input function, virtual keyboard, a very small projector, camera scanner, and personal ID key with cashless pass function. P-ISMs are connected with one another through short-range wireless technology. The whole set is also connected to the Internet through the cellular phone function. This personal gadget in a minimalist pen style enables the ultimate ubiquitous computing.
This document provides information and resources for evaluating the job performance of a town clerk, including:
1. A 4-page sample town clerk performance evaluation form with rating scales for evaluating performance factors like administration, communication, decision-making, and customer service.
2. Examples of positive and negative performance review phrases for evaluating a town clerk's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for conducting a town clerk's performance appraisal, 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 job performance of a deputy clerk, including:
1. A 4-page sample job performance evaluation form for a deputy clerk, with sections to rate performance factors, comments, goals, and signatures.
2. A list of 6 performance appraisal websites providing free resources like phrases, forms, and ebooks for conducting evaluations.
3. Sections outlining effective and ineffective phrases for evaluating a deputy clerk's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
The document offers tools and language to help managers formally assess a deputy clerk's work.
This document provides information and resources for evaluating the performance of a senior clerk, including:
1. Sample performance evaluation forms for rating a senior clerk's performance, strengths/weaknesses, goals, and other factors.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for effective performance reviews.
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 senior clerk.
This document contains information about performance evaluation methods for district managers, including examples of performance review phrases and a job performance evaluation form. The form is a 4-page document that evaluates a district manager's performance based on factors like administration, communication, decision-making, and customer service. It provides rating scales and space for comments on strengths, areas for improvement, and signatures. The document also lists the top 12 performance appraisal methods for district managers and provides details on each, such as management by objectives, critical incident, and 360-degree feedback methods.
This document contains information about performance evaluation methods for desk clerks, including examples of evaluation criteria, review phrases, and top evaluation methods. It provides sample review phrases for areas like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. The top 12 evaluation methods described are management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist/weighted checklist. Forms, goals, KPIs, and a sample evaluation form with ratings are also included.
The document provides information on performance evaluation methods for a MIS officer, including example phrases and templates. It discusses 12 common performance appraisal methods such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides an overview and examples of how it can be used to evaluate a MIS officer's performance based on factors like attitude, decision-making, problem-solving, and teamwork. The document aims to provide HR professionals with resources to help conduct thorough yet constructive performance reviews.
This document contains a job performance evaluation form for a supply clerk. It includes sections for identifying employee information, rating performance factors, identifying employee strengths and areas for improvement, setting a performance improvement plan, and obtaining signatures. It also provides examples of performance review phrases that could be used in evaluating a supply clerk's attitude, creativity/innovation, and decision making. Additional resources on performance appraisals are referenced for developing goals and key performance indicators for supply clerk evaluations.
This document provides information and resources for evaluating the performance of a data clerk, including:
1. A 4-page job performance evaluation form for a data clerk, with sections to rate their performance on factors like administration, communication, decision-making, and areas for improvement.
2. A list of 6 performance appraisal methods that can be used to evaluate a data clerk, such as management by objectives, critical incident, and 360 degree feedback.
3. Examples of positive and negative phrases that can be used in a data clerk's performance review for attributes like attitude, problem-solving, and teamwork.
District coordinator performance appraisaldavidroy947
This document contains materials for evaluating the job performance of a district coordinator, 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) Examples of positive and negative phrases for evaluating criteria like attitude, creativity, and problem-solving skills.
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.
This document contains information about performance evaluation methods for court clerks, including example forms, phrases, and tips. It discusses 12 common performance appraisal methods such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides details on how it works, examples of factors that are evaluated, advantages, and disadvantages. The document also includes sections with positive and negative example phrases that can be used in a performance review for various skills like attitude, problem-solving, and teamwork.
Training consultant perfomance appraisal 2tonychoper2204
This document contains materials for evaluating the job performance of a training consultant, including:
1) A 4-page performance evaluation form with ratings for various performance factors and sections for comments.
2) A list of online resources for performance appraisal materials like phrases, forms, and tips.
3) Sample performance review phrases for evaluating a training consultant's attitude, creativity, decision-making, and other skills.
The evaluation form and phrases are intended to help managers objectively assess and document a training consultant's work performance in various areas.
This document contains information related to performance evaluations for technology consultants, including:
1. A 4-page job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. A list of 6 performance appraisal resources and phrases for writing self-appraisals and evaluating attributes like attitude, creativity, decision-making, and interpersonal skills.
3. 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 performance of a technical clerk, including:
1. A 4-page job performance evaluation form for rating a technical clerk's performance, with factors like administration, knowledge, communication, and customer service rated on a scale.
2. Examples of positive and negative phrases for evaluating a technical clerk's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Research consultant perfomance appraisal 2tonychoper2204
This document provides information and resources for evaluating the job performance of a research consultant. 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, interpersonal skills, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess a research consultant's work quality and provide constructive feedback for improvement.
This document contains materials for evaluating the performance of a purchase ledger clerk, including:
1. A 4-page job performance evaluation form with ratings for various performance factors like administration, communication, teamwork, and customer service.
2. Examples of performance review phrases for a purchase ledger clerk related to attitudes, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for a purchase ledger clerk's performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document contains a job performance evaluation form for a production clerk. It includes sections for identifying employee information, rating performance factors, identifying employee strengths and areas for improvement, setting a performance improvement plan, and obtaining signatures to finalize the evaluation. Additional pages provide helpful resources for performance evaluations and example phrases to use in evaluating a production clerk's attitude, creativity, decision-making, and other skills.
This document contains information about performance evaluation methods for product consultants, 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. It also includes sections with positive and negative examples of performance review phrases for various job skills and behaviors.
This document contains a job performance evaluation form for a procurement clerk. It includes sections to rate the clerk on various performance factors like administration, communication, teamwork, and decision making. It provides definitions for performance ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. The form also includes sections for employee strengths, areas for improvement, and signature lines for the employee and evaluators. Additional pages provide examples of performance review phrases and objectives for a procurement clerk evaluation.
This document contains information related to performance evaluation of a logistics clerk, including:
1. A 4-page sample performance evaluation form for a logistics clerk, with sections to rate their performance on factors like administration, communication, teamwork, and more.
2. A list of 6 performance appraisal methods that can be used to evaluate a logistics clerk, such as management by objectives, critical incident method, and behaviorally anchored rating scales.
3. Descriptions and examples of each of the 12 most common performance appraisal methods that can be used to evaluate the performance of a logistics clerk.
This document contains materials for evaluating the job performance of an invoicing clerk, including:
1) A 4-page performance evaluation form covering rating scales and evaluation criteria for an invoicing clerk.
2) A list of online resources for performance appraisal materials.
3) Sample performance review phrases related to an invoicing clerk's attitude, creativity/innovation, and decision-making.
The evaluation form and phrases are intended to help managers objectively assess an invoicing clerk's job performance.
The document provides information on performance evaluation methods for an insurance clerk, including examples of performance review phrases. It discusses 12 common performance appraisal methods such as management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides an overview and examples of how it can be used to evaluate an insurance clerk's performance. The document aims to provide human resources professionals with tools and resources to effectively evaluate insurance clerk job performance.
Hotel front desk clerk perfomance appraisal 2tonychoper2204
This document contains information about performance evaluation forms and methods for evaluating hotel front desk clerks. It includes a sample performance evaluation form with sections for reviewing job performance, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various skills and traits as well as descriptions of the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide hotel managers with resources for effectively evaluating front desk clerks.
General office clerk perfomance appraisal 2tonychoper2204
This document contains a job performance evaluation form for a general office clerk. It includes 4 pages of the form which collects information about the employee's performance based on predefined factors. These factors are rated on a scale and include things like administration, communication, teamwork, decision making, customer service, and dependability. The form also includes sections for employee strengths, areas for improvement, and signatures. The final pages provide additional context and examples of performance phrases that could be used in the evaluation.
This document provides information and resources for evaluating the job performance of a conveyancing clerk, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures.
2. Phrases for evaluating various aspects of a conveyancing clerk's performance, such as attitude, creativity, decision-making, interpersonal skills, and problem solving.
3. 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. Sample rating scales, advantages and disadvantages of certain methods are discussed.
2. Job Performance Evaluation Form Page 2
Useful performance appraisal materials for county clerk:
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
County clerk job description
County clerk goals & objectives
County clerk KPIs & KRAs
County clerk self appraisal
3. Job Performance Evaluation Form Page 3
I. County clerk 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,
organizing and efficiently handling activities and eliminating
unnecessary activities
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
4. Job Performance Evaluation Form Page 4
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
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
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
5. Job Performance Evaluation Form Page 5
developments affecting SPSU and its work activities. 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
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.
6. Job Performance Evaluation Form Page 6
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. County clerk performance phrases
1.Attitude Performance Review Examples – county clerk
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 county clerk
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 – county clerk
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 – county clerk
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
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.
10. Job Performance Evaluation Form Page 10
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 – county clerk
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 – county clerk
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 county clerk 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”.
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.
-----------------------------
13. Job Performance Evaluation Form Page 13
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)
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.
14. Job Performance Evaluation Form Page 14
-----------------------------
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.
-----------------------------
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.
15. Job Performance Evaluation Form Page 15
• 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
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
16. Job Performance Evaluation Form Page 16
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
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
17. Job Performance Evaluation Form Page 17
-----------------------------
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…