This document provides materials for evaluating the job performance of a dental treatment coordinator, including:
- A form for conducting a performance review, rating the coordinator on various criteria like administration, communication, decision-making, and customer service.
- Examples of positive and negative phrases for evaluating attributes like attitude, creativity, and decision-making in performance reviews.
- Instructions on how to complete the review, have the employee sign off, and review and modify their job description if needed.
The materials are intended to help managers formally assess a dental treatment coordinator's work performance and provide constructive feedback.
This document contains materials for evaluating the job performance of a dentist hygienist, including:
- A multi-page performance appraisal form for rating a hygienist's performance, strengths/accomplishments, areas for improvement, and signatures.
- Links to additional online resources for performance appraisals, including sample forms, methods, and key performance indicators (KPIs).
- Sample phrases for evaluating a hygienist's attitude, creativity, decision-making, and other skills in a performance review.
This document discusses key performance indicators (KPIs) for assistant accountant positions. It provides examples of KPI materials that can be used, including lists of KPIs, performance appraisals, job skills, and key result areas. It also outlines the steps to create KPIs for an assistant accountant, including defining objectives, identifying key result areas and tasks, and determining how to measure results. Common mistakes to avoid when setting KPIs, such as having too many metrics, are also covered. The document recommends that KPIs be clearly linked to strategy and empower employees. Various types of KPIs are defined.
Golf course general manager performance appraisalandreyargasy
This document provides information and resources for evaluating the performance of a golf course general manager, including:
1. Sample performance evaluation forms for a golf course general manager with rating scales and categories like administration, communication, decision making, etc.
2. Examples of performance review phrases for evaluating a golf course general manager's attitude, creativity, decision making, interpersonal skills, problem solving, and teamwork.
3. An overview of the top 12 methods for evaluating a golf course general manager's performance, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Service delivery manager performance appraisalhughesanna863
This document contains information about performance evaluation methods for a service delivery manager, including example phrases and templates. It discusses 12 common performance appraisal methods such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. For each method, it provides details on how it works, advantages, disadvantages, example rating scales, and how it can be used to evaluate a service delivery manager's performance. The document also includes sections with positive and negative example phrases for evaluating attributes like attitude, decision-making, problem-solving, and teamwork. It aims to provide HR professionals with resources to conduct a thorough performance review of a service delivery manager.
Hotel housekeeping supervisor performance appraisalDavidJames345
This document provides information on various performance evaluation methods that can be used to evaluate a hotel housekeeping supervisor. 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 brief overview and highlights some key advantages and disadvantages. The overall document serves as a reference for selecting and understanding different approaches that can be taken to appraising a hotel housekeeping supervisor's job performance.
This document contains materials for evaluating the job performance of a dentist hygienist, including:
- A multi-page performance appraisal form for rating a hygienist's performance, strengths/accomplishments, areas for improvement, and signatures.
- Links to additional online resources for performance appraisals, including sample forms, methods, and key performance indicators (KPIs).
- Sample phrases for evaluating a hygienist's attitude, creativity, decision-making, and other skills in a performance review.
This document discusses key performance indicators (KPIs) for assistant accountant positions. It provides examples of KPI materials that can be used, including lists of KPIs, performance appraisals, job skills, and key result areas. It also outlines the steps to create KPIs for an assistant accountant, including defining objectives, identifying key result areas and tasks, and determining how to measure results. Common mistakes to avoid when setting KPIs, such as having too many metrics, are also covered. The document recommends that KPIs be clearly linked to strategy and empower employees. Various types of KPIs are defined.
Golf course general manager performance appraisalandreyargasy
This document provides information and resources for evaluating the performance of a golf course general manager, including:
1. Sample performance evaluation forms for a golf course general manager with rating scales and categories like administration, communication, decision making, etc.
2. Examples of performance review phrases for evaluating a golf course general manager's attitude, creativity, decision making, interpersonal skills, problem solving, and teamwork.
3. An overview of the top 12 methods for evaluating a golf course general manager's performance, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Service delivery manager performance appraisalhughesanna863
This document contains information about performance evaluation methods for a service delivery manager, including example phrases and templates. It discusses 12 common performance appraisal methods such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. For each method, it provides details on how it works, advantages, disadvantages, example rating scales, and how it can be used to evaluate a service delivery manager's performance. The document also includes sections with positive and negative example phrases for evaluating attributes like attitude, decision-making, problem-solving, and teamwork. It aims to provide HR professionals with resources to conduct a thorough performance review of a service delivery manager.
Hotel housekeeping supervisor performance appraisalDavidJames345
This document provides information on various performance evaluation methods that can be used to evaluate a hotel housekeeping supervisor. 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 brief overview and highlights some key advantages and disadvantages. The overall document serves as a reference for selecting and understanding different approaches that can be taken to appraising a hotel housekeeping supervisor's job performance.
This document contains materials for evaluating the performance of a field merchandiser, including:
1) A job performance evaluation form with ratings definitions and factors to evaluate such as administration, communication, teamwork, and customer responsiveness.
2) Examples of performance review phrases focused on attitudes, creativity/innovation, and decision making.
3) The form and phrases are intended to provide a structured approach to appraising a field merchandiser's work performance and identifying strengths and areas for improvement.
Examples of Key Performance Indicators for Finance Manager: Key Performance I...The-KPI-Examples-Review
In this report we define the key performance indicators for finance manager based on web search data in 2015. For some of the key performance indicators were defined their formulas and calculation examples. In all our calculations we used the official financial statements of Siemens AG.
Grocery store manager perfomance appraisal 2tonychoper1304
This document contains materials for evaluating the job performance of a grocery store manager, including:
1. A multi-page evaluation form for rating a manager's performance on factors like leadership, decision-making, customer service, and suggesting areas for improvement.
2. Links to online resources for performance appraisal phrases, forms, and best practices.
3. Examples of positive and negative phrases for evaluating a manager's attitude, creativity, and decision-making skills.
Key result areas performance appraisalnanamoore807
In this file, you can ref useful information about key result areas performance appraisal such as key result areas performance appraisal methods, key result areas performance appraisal tips
This document contains information about performance evaluation methods for a corporate services manager position. It discusses 12 different performance appraisal methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The document also includes examples of performance review phrases that could be used in evaluating a corporate services manager.
This document discusses key performance indicators (KPIs) for operations engineers. It provides examples of KPIs, outlines steps to create KPIs for an operations engineer, discusses common mistakes in KPI creation, and how to design effective operations engineer KPIs. The document recommends visiting kpi123.com for additional KPI materials, samples, performance appraisal forms, methods and review phrases.
This document contains materials for conducting a job performance evaluation of an enforcement officer, including:
1) A 4-page evaluation form assessing an enforcement officer's performance based on factors like administration, communication, teamwork, decision-making, and including spaces for strengths, areas for improvement, and signatures.
2) A list of 6 online resources for additional performance appraisal materials like phrases, forms, ebooks, and samples.
3) 8 pages of example phrases for assessing different aspects of job performance in a enforcement officer evaluation, such as attitude, creativity, decision-making, and other skills.
This document contains a job performance evaluation form for an account specialist. It includes sections to rate an employee's performance on various factors such as administration, communication, teamwork, and customer service. It also includes spaces for noting employee strengths, areas for improvement, and signatures. The subsequent pages provide additional resources for performance evaluations, including example phrases to use in evaluations and descriptions of key performance indicators and job responsibilities for an account specialist.
General manager business development performance appraisalandreyargasy
This document provides information and resources for performance evaluations of a general manager for business development. It includes:
1. Links to free eBooks and forms for performance appraisal from a website.
2. Sections of a sample performance evaluation form for a general manager including rating an employee's performance, commenting on strengths and areas for improvement, and developing a plan for improved performance.
3. Examples of phrases to use in a performance review for a general manager covering topics such as attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
4. An overview of the top 12 methods for a general manager's performance appraisal, including management by objectives, critical incident method
General manager operations performance appraisalandreyargasy
This document provides information and materials for evaluating the performance of a general manager of operations. It includes:
1. A sample performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors.
3. An overview of the top 12 methods for conducting performance appraisals, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
The document is intended to help managers formally assess a general operations manager's performance and provide constructive feedback.
The document discusses key performance indicators (KPIs) for a credit risk analyst position. It provides examples of KPIs, steps for creating KPIs, common mistakes to avoid, and how to design effective KPIs. The document recommends visiting an external website for additional KPI samples and materials related to performance appraisal forms, methods, and review phrases.
This document provides information and resources for evaluating the job performance of a cashier clerk, including:
- Links to free ebooks and forms for cashier clerk performance appraisals from performanceappraisal360.com.
- A sample job performance evaluation form for a cashier clerk with sections to rate their performance on factors like administration, knowledge, communication, and more. It provides definitions for performance ratings and includes spaces for comments.
- Additional phrases that can be used in a performance review for a cashier clerk, covering areas such as attitude, creativity, decision-making, interpersonal skills, and teamwork.
- An overview of 12 common methods for performance appraisal, including management by objectives
The document is an illustrative independent auditor's report that includes four examples of circumstances that could result in modified opinions.
The first example describes a qualified opinion due to a material misstatement of inventories. The second example describes an adverse opinion due to failure to consolidate a subsidiary. The third example describes a qualified opinion because the auditor was unable to obtain evidence about an investment. The fourth example describes a disclaimer of opinion because the auditor was unable to obtain evidence about a major joint venture investment.
Top 8 customer relation manager resume samplesjomwri
The document provides resources for customer relation manager resumes, cover letters, and interview preparation materials. It lists resume samples, tips for writing resumes and cover letters, common interview questions, and career development resources. All materials are available for free download on the resume123.org website.
This document contains materials for evaluating the performance of a field merchandiser, including:
1) A job performance evaluation form with ratings definitions and factors to evaluate such as administration, communication, teamwork, and customer responsiveness.
2) Examples of performance review phrases focused on attitudes, creativity/innovation, and decision making.
3) The form and phrases are intended to provide a structured approach to appraising a field merchandiser's work performance and identifying strengths and areas for improvement.
Examples of Key Performance Indicators for Finance Manager: Key Performance I...The-KPI-Examples-Review
In this report we define the key performance indicators for finance manager based on web search data in 2015. For some of the key performance indicators were defined their formulas and calculation examples. In all our calculations we used the official financial statements of Siemens AG.
Grocery store manager perfomance appraisal 2tonychoper1304
This document contains materials for evaluating the job performance of a grocery store manager, including:
1. A multi-page evaluation form for rating a manager's performance on factors like leadership, decision-making, customer service, and suggesting areas for improvement.
2. Links to online resources for performance appraisal phrases, forms, and best practices.
3. Examples of positive and negative phrases for evaluating a manager's attitude, creativity, and decision-making skills.
Key result areas performance appraisalnanamoore807
In this file, you can ref useful information about key result areas performance appraisal such as key result areas performance appraisal methods, key result areas performance appraisal tips
This document contains information about performance evaluation methods for a corporate services manager position. It discusses 12 different performance appraisal methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The document also includes examples of performance review phrases that could be used in evaluating a corporate services manager.
This document discusses key performance indicators (KPIs) for operations engineers. It provides examples of KPIs, outlines steps to create KPIs for an operations engineer, discusses common mistakes in KPI creation, and how to design effective operations engineer KPIs. The document recommends visiting kpi123.com for additional KPI materials, samples, performance appraisal forms, methods and review phrases.
This document contains materials for conducting a job performance evaluation of an enforcement officer, including:
1) A 4-page evaluation form assessing an enforcement officer's performance based on factors like administration, communication, teamwork, decision-making, and including spaces for strengths, areas for improvement, and signatures.
2) A list of 6 online resources for additional performance appraisal materials like phrases, forms, ebooks, and samples.
3) 8 pages of example phrases for assessing different aspects of job performance in a enforcement officer evaluation, such as attitude, creativity, decision-making, and other skills.
This document contains a job performance evaluation form for an account specialist. It includes sections to rate an employee's performance on various factors such as administration, communication, teamwork, and customer service. It also includes spaces for noting employee strengths, areas for improvement, and signatures. The subsequent pages provide additional resources for performance evaluations, including example phrases to use in evaluations and descriptions of key performance indicators and job responsibilities for an account specialist.
General manager business development performance appraisalandreyargasy
This document provides information and resources for performance evaluations of a general manager for business development. It includes:
1. Links to free eBooks and forms for performance appraisal from a website.
2. Sections of a sample performance evaluation form for a general manager including rating an employee's performance, commenting on strengths and areas for improvement, and developing a plan for improved performance.
3. Examples of phrases to use in a performance review for a general manager covering topics such as attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
4. An overview of the top 12 methods for a general manager's performance appraisal, including management by objectives, critical incident method
General manager operations performance appraisalandreyargasy
This document provides information and materials for evaluating the performance of a general manager of operations. It includes:
1. A sample performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors.
3. An overview of the top 12 methods for conducting performance appraisals, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
The document is intended to help managers formally assess a general operations manager's performance and provide constructive feedback.
The document discusses key performance indicators (KPIs) for a credit risk analyst position. It provides examples of KPIs, steps for creating KPIs, common mistakes to avoid, and how to design effective KPIs. The document recommends visiting an external website for additional KPI samples and materials related to performance appraisal forms, methods, and review phrases.
This document provides information and resources for evaluating the job performance of a cashier clerk, including:
- Links to free ebooks and forms for cashier clerk performance appraisals from performanceappraisal360.com.
- A sample job performance evaluation form for a cashier clerk with sections to rate their performance on factors like administration, knowledge, communication, and more. It provides definitions for performance ratings and includes spaces for comments.
- Additional phrases that can be used in a performance review for a cashier clerk, covering areas such as attitude, creativity, decision-making, interpersonal skills, and teamwork.
- An overview of 12 common methods for performance appraisal, including management by objectives
The document is an illustrative independent auditor's report that includes four examples of circumstances that could result in modified opinions.
The first example describes a qualified opinion due to a material misstatement of inventories. The second example describes an adverse opinion due to failure to consolidate a subsidiary. The third example describes a qualified opinion because the auditor was unable to obtain evidence about an investment. The fourth example describes a disclaimer of opinion because the auditor was unable to obtain evidence about a major joint venture investment.
Top 8 customer relation manager resume samplesjomwri
The document provides resources for customer relation manager resumes, cover letters, and interview preparation materials. It lists resume samples, tips for writing resumes and cover letters, common interview questions, and career development resources. All materials are available for free download on the resume123.org website.
Meaningful EMR Use - RESULTS SUMMARY with LINKBekki Tagg
This study surveyed family practice clinics in Alberta, Canada to assess meaningful electronic medical record (EMR) use levels and identify factors that contribute to higher use. The study found clinics in the Edmonton health zone had the highest EMR use level. Factors correlated with increased meaningful use included participating in programs like the Physician Office Systems Program, improving the implementation climate through clear standards and support, and ensuring a good innovation-values fit for employees. The study had some limitations like a small sample size and unvalidated scales for measuring EMR use. Further research is needed to refine measurements of meaningful EMR use.
Shafeek Abdul Salam has over 10 years of experience as a civil site engineer in India and Saudi Arabia. He has extensive experience managing diverse civil engineering projects from design through implementation. Some of the projects he has worked on include residential, commercial, industrial, and infrastructure projects. He is proficient in AutoCAD, Microsoft Office, and has strong communication, organization, and problem-solving skills.
This document discusses evidence for a young world based on creationist beliefs. It examines various scientific dating methods and finds flaws in assumptions of deep time. Evidence presented includes polystrate fossils, whale fossils, rates of helium production, co-located human and dinosaur fossils, and decay of Earth's magnetic field, all of which are argued to suggest the world is thousands rather than billions of years old. The document advocates a creationist worldview and catastrophic geological events like Noah's flood over the theory of evolution and uniformitarian geology.
Steven Larek is a seasoned financial executive with experience in consumer products manufacturing, marketing and distribution, and hospitality. He has held CFO roles at Victor BVI and Home Run Inn Group, where he implemented cost-saving initiatives and strategic plans that increased profits by over $1 million annually. Larek has an MBA and CPA, and experience consulting and in corporate controller roles at other companies. He has a proven track record of operational best practices, growth strategies, and collaborative leadership.
This short document promotes the creation of presentations using Haiku Deck, an online presentation tool. It includes two stock photos and text suggesting the reader may be inspired to create their own Haiku Deck presentation. A call to action is given to get started using the tool on SlideShare.
S. V. Productions is an Integrated, Creative and Production company which Incorporates standards, attitude, reliability, values and ensures execution excellence within a given time frame. At S. V. Productions we strongly believe in quality execution. Our production and fabrication department is set up with State-of-the-art equipment and the craftsmanship steps are designed for execution excellence. we provide production support in the following areas: > Venue construct > Special Events > Brand Activation > Road Show Setups > Corporate events > Fashion shows > Theme Decor > Exhibitions Stalls > POP displays > Weddings Sets, Thank You !
Mr. Thang has over 15 years of experience in business development, operations management, marketing, and project management. He holds a Master's degree in International Tourism and Hospitality Management and has worked in various industries including real estate, logistics, and tourism. Currently, he is the director and founder of STEP Consulting in Vietnam, where he leads projects for clients such as VNAT and international NGOs.
Power Intellectual Recruitment & Outsourcing Services Pvt. Ltd. is an Indian human resources development company located in Indore, India. It offers recruitment services, staffing/third party payroll services, and learning solutions such as training programs. The company's vision is to be professionally managed and committed to customer satisfaction, innovation, and reinforcing a culture of trust while meeting customer and societal expectations.
Tarun Singhal has over 19 years of experience in sales, marketing, business development and customer service in the automotive and auto ancillary sectors. He is currently a Zonal Manager at TAFE Ltd. where he is responsible for achieving sales targets across multiple states in northern and central India. Previously he held roles such as Area Manager and DGM of Sales and Customer Operations at Mahindra & Mahindra where he exceeded sales targets, improved customer satisfaction and developed dealer networks. He possesses strong strategic planning, communication, and team management skills.
Top 8 hotel operation manager resume samplesjomwri
The document provides resources for hotel operation managers seeking jobs or career advancement. It lists resume samples, cover letter examples, interview questions and answers, and other job search tools for hotel operation managers. The resources are available on the resume123.org website and cover resume types, interview preparation, and career development advice.
The document provides information about resume samples, tips, cover letters, and interview questions for football stewards. It lists top resume types including chronological, functional, curriculum vitae, combination, targeted, professional, new graduate, and executive resumes. It also provides additional resources on resumes, cover letters, interview preparation materials and questions, thank you letters, job searching, career development, and performance reviews from the website resume123.org.
Top 8 biological scientist resume samplesguadiolamed
The document provides information about resume formats and samples for biological scientists. It includes 8 examples of different resume types: chronological, functional, curriculum vitae, combination, targeted, professional, new graduate, and executive. It also provides links to additional resources on resume writing, cover letters, interview questions, thank you letters, and job searching.
Top 8 records coordinator resume samplestonychoper505
The document provides information about resume samples, cover letters, interview questions, and other resources for a records coordinator position. It lists top resume types including chronological, functional, curriculum vitae (CV), combination, targeted, professional, new graduate, and executive resumes. It also provides links to additional materials on resumes, cover letters, interview questions, dress code, case studies, closing statements, and other interview resources for records coordinators.
Vijay Vakil offers management consulting services including auditing, compliance, and advisory services. He has over 20 years of experience in finance, administration, compliance, and auditing in transportation, logistics, and public accounting. His services include auditing, SOX compliance, procurement, investigations, accounting, profitability analysis, cost containment, internal controls, efficiency studies, variance analysis, and training. He has a Bachelor of Commerce, is a Chartered Accountant, and holds an MBA from Pepperdine University.
This document summarizes an article from the March 2015 issue of Engineers Australia magazine about changes at Qantas Engineering. It discusses how Qantas Engineering has undergone a major transformation in recent years to adapt to challenges in the airline industry. Key changes include flattening the leadership structure, increasing mobility of engineers between roles, and focusing engineers on innovation to improve efficiency and cost-savings. The results have included productivity improvements of 20-80% and cost-savings of over $200 million. Qantas Engineering continues its tradition of achieving world-leading engineering innovations.
Dental practice manager perfomance appraisal 2tonychoper1204
This document provides information on performance evaluation methods for a dental practice manager. It discusses 12 different methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides a definition and overview, as well as advantages and disadvantages. The goal is to help select the most appropriate method for evaluating the performance of a dental practice manager. Sample behavioral phrases are also provided for evaluating areas like attitude, decision-making, problem-solving, and teamwork.
This document provides information about various methods for evaluating the performance of a dentist assistant, including descriptions and examples. 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 method. For each method, it provides details on how the method works, what it evaluates, advantages and disadvantages. The document aims to equip managers with understanding and tools to properly conduct performance reviews for dentist assistants.
This document provides information and resources for evaluating the job performance of a patient services coordinator. It includes a sample performance evaluation form spanning 8 pages with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists common phrases for evaluating various performance aspects such as attitude, creativity, decision-making, interpersonal skills, and teamwork. Finally, it outlines the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document aims to provide a comprehensive template and guidance for evaluating the work of a patient services coordinator.
Patient service coordinator performance appraisalPenelopeCruz678
This document provides information on various methods for evaluating the performance of a patient service coordinator. It discusses 12 different methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree performance appraisal. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The goal is to help select the most appropriate performance evaluation approach for a patient service coordinator.
This document provides resources and templates for conducting a job performance evaluation of a medical staff coordinator. It includes a multi-page evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and developing a plan of action. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes sections to review the employee's job description and obtain signatures. Additional documents provide example phrases to use in evaluating different aspects of performance, such as attitude, creativity, decision-making, and more.
This document provides information and resources for evaluating the job performance of a medical office coordinator, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
- 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 an orthodontist assistant performance evaluation form along with guidance and resources for conducting performance reviews. The form includes sections to rate the assistant on various performance factors using performance rating definitions. Additional sections address the assistant's strengths, areas for improvement, and a plan of action. Guidance is provided on reviewing the assistant's job description. Overall, the document offers a comprehensive form and process for evaluating an orthodontist assistant's job performance.
This document provides resources and templates for conducting a job performance evaluation of an orthodontic assistant. It includes:
- Links to free eBooks and forms for performance appraisals, including phrases, methods, tips for writing self-appraisals, and examples of key performance indicators (KPIs).
- Sections for the evaluation form including rating an assistant's performance on factors like skills, communication, teamwork, and safety. It provides space for noting strengths, areas for improvement, and developing a plan of action.
- Example phrases for evaluating an assistant's attitude, creativity, decision-making, and other traits in both positive and negative performance reviews.
The resources are intended to help orth
Patient service associate performance appraisalPenelopeCruz678
This document provides materials for evaluating the job performance of a patient service associate, including:
- Six links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators.
- Sections for a patient service associate's job description, goals, key performance indicators, and self-appraisal.
- An eight-page job performance evaluation form addressing an associate's performance in areas like administration, communication, teamwork, decision-making, customer service, and safety. It provides space for commenting on strengths, areas for improvement, and developing a performance improvement plan.
Medical records coordinator performance appraisalEmmanuelPetit678
This document provides materials for evaluating the job performance of a medical records coordinator, including:
- Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators.
- A sample medical records coordinator job performance evaluation form covering 14 performance factors rated on a scale, as well as sections for strengths, areas for improvement, action plans, employee and manager comments, and a job description review.
- Examples of performance review phrases for a medical records coordinator's attitude, creativity/innovation, and decision-making.
Medical records director performance appraisalMonmaKouki345
This document contains a job performance evaluation form for a medical records director. It includes sections for performance planning and review, rating performance factors such as administration, communication, and customer service. It provides definitions for performance ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. The form also includes sections for employee strengths, areas for improvement, a performance plan, employee and manager signatures. Additional pages provide sample performance review phrases and definitions for evaluating decision making skills.
This document provides information and resources for evaluating the job performance of a medical office specialist. It includes a sample performance 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 additional performance appraisal methods and phrases that can be used to provide feedback, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree reviews. Key performance areas covered include administration, communication, decision-making, problem-solving, and teamwork.
This document provides information on various performance appraisal methods that can be used to evaluate a Medicaid service coordinator. 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 brief overview and highlights some key advantages and disadvantages. The document also includes examples of performance review phrases that could be used to evaluate areas like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. It appears to be a comprehensive reference for developing a performance evaluation program for Medicaid service coordinators.
Pediatric medical assistant performance appraisalPenelopeCruz678
This document provides information on various methods for evaluating the performance of a pediatric medical assistant. 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 brief overview and highlights some key advantages and disadvantages. The goal is to help managers select the most appropriate performance evaluation approach for a pediatric medical assistant based on the job responsibilities and goals.
Medical records manager performance appraisalMonmaKouki345
This document contains a job performance evaluation form for a medical records manager. It includes sections to rate the employee's performance on factors like administration, communication, teamwork, and customer service. It provides definitions for performance ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. The form also includes sections for noting the employee's strengths, areas for improvement, and developing a plan of action. Additional documents referenced provide useful information and resources for conducting a performance review of a medical records manager.
This document provides information about various performance evaluation methods that can be used to evaluate a medical coding specialist. It discusses 12 different methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides a definition and overview of how it works as well as examples of advantages and disadvantages. The goal of the document is to educate about different approaches to conducting performance reviews for a medical coding specialist position.
Similar to Dental treatment coordinator performance appraisal (20)
2. Job Performance Evaluation Form Page 2
I. Dental treatment coordinator 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. Dental treatment coordinator performance phrases
1.Attitude Performance Review Examples – dental treatment coordinator
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 dental treatment coordinator
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 – dental treatment coordinator
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 – dental treatment coordinator
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.
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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 – dental treatment coordinator
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 – dental treatment coordinator
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.
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III.Top 12 methods for dental treatment coordinator 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.
-----------------------------
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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.
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-----------------------------
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.
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• 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.
-----------------------------
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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.
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-----------------------------
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…