Heavy truck driver performance appraisalkenyaphatom
This document contains materials for evaluating the job performance of a heavy truck driver, including:
1) A multi-page performance evaluation form that rates drivers on various criteria like administration, communication, safety, and includes sections for strengths, areas for improvement, and signatures.
2) Examples of performance review phrases for evaluating a driver's attitude, creativity, and decision-making.
3) Links to additional online resources for performance appraisals, including forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
This document provides information and resources for evaluating the job performance of an assistant nurse manager, including:
- Links to free eBooks and forms for performance appraisals on a website.
- A sample job performance evaluation form with sections to rate an assistant nurse manager's performance on factors like administration, communication, decision-making, and safety. It provides space for comments on strengths, areas for improvement, and signatures.
- Examples of phrases to use in a performance review for an assistant nurse manager, whether positive like "Holly has one of those attitudes that is always positive" or negative like "Bill has a dreadful outlook at times."
- An overview of the top 12 methods for an assistant nurse
Heavy truck driver performance appraisalkenyaphatom
This document contains materials for evaluating the job performance of a heavy truck driver, including:
1) A multi-page performance evaluation form that rates drivers on various criteria like administration, communication, safety, and includes sections for strengths, areas for improvement, and signatures.
2) Examples of performance review phrases for evaluating a driver's attitude, creativity, and decision-making.
3) Links to additional online resources for performance appraisals, including forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
This document provides information and resources for evaluating the job performance of an assistant nurse manager, including:
- Links to free eBooks and forms for performance appraisals on a website.
- A sample job performance evaluation form with sections to rate an assistant nurse manager's performance on factors like administration, communication, decision-making, and safety. It provides space for comments on strengths, areas for improvement, and signatures.
- Examples of phrases to use in a performance review for an assistant nurse manager, whether positive like "Holly has one of those attitudes that is always positive" or negative like "Bill has a dreadful outlook at times."
- An overview of the top 12 methods for an assistant nurse
This document provides information and materials for evaluating the performance of a housekeeper supervisor, including:
1. A sample housekeeper supervisor performance evaluation form with sections to rate job performance, note strengths/areas for improvement, set goals, and obtain signatures.
2. Examples of performance review phrases to assess different aspects of job performance like attitude, creativity, decision-making, interpersonal skills, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains information about performance evaluation forms and methods for clinical nurse specialists. It includes a 4-page sample performance evaluation form with rating scales for various performance factors. It also lists the top 12 methods for performance appraisal, describing each method in 1-2 paragraphs. These include management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. The document provides information and templates to help evaluate and develop clinical nurse specialists.
This document provides information and resources for evaluating the job performance of a laundry supervisor, including:
1. A 4-page performance evaluation form for a laundry supervisor, with rating scales for evaluating their performance in areas like administration, communication, decision-making, and safety.
2. Additional phrases for writing performance evaluations on topics such as attitude, creativity, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident reporting, and 360-degree feedback.
This document contains information related to performance evaluation forms and methods for revenue officers. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also lists several methods that can be used to evaluate revenue officer performance, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Checklist and weighted checklist methods are also mentioned. Useful links to free performance appraisal resources are provided.
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 summarizes an employee's annual performance review. It includes sections to rate the employee's performance in various areas like quality of work, communication skills, and safety practices. The supervisor provides an overall performance rating and identifies areas for improvement. The employee and multiple levels of management then sign off on the review.
This document contains materials for evaluating an engineer's job performance, including:
1. A 4-page performance evaluation form for rating an engineer on factors like administration, knowledge, communication, and more. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. A list of 6 effective performance appraisal methods for engineers, such as management by objectives, critical incident method, and 360 degree feedback.
3. Sample phrases for writing performance reviews on various skills and traits, both positive and negative, for things like attitude, creativity, decision-making, and teamwork.
The document provides a comprehensive template and guidance for conducting a thorough job performance review for an engineer.
Building maintenance supervisor performance appraisalPaulScholes012
This document provides information and resources for evaluating the job performance of a building maintenance supervisor. It includes a sample performance evaluation form spanning 8 pages with sections to rate performance factors, employee strengths and areas for improvement, and signatures. It also lists common phrases to use in evaluations and the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The goal is to help supervisors formally assess maintenance supervisors' work quality, skills, behaviors and overall job performance.
This document provides materials for evaluating the job performance of a medical consultant, including:
- A 4-page evaluation form with sections to rate performance factors like administration, communication, and decision-making on a scale; comment on strengths, areas for improvement, and a performance plan; and obtain signatures.
- A list of 6 performance appraisal phrases that can be used in the evaluation, such as statements about attitude, creativity, and decision-making.
- The evaluation form and phrases are intended to provide a structured way to assess a medical consultant's work performance and potential for improvement.
This document provides information and resources for evaluating the job performance of an assistant administrative officer, including:
- Links to free eBooks and forms for performance appraisals.
- A sample job performance evaluation form with sections to rate performance factors, document strengths/accomplishments, areas for improvement, and signatures.
- Phrases to use in performance reviews addressing attitudes, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- 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.
AMEE presentation 2011 Junior Doctor engagement with elearning toolDamian Roland
This document summarizes research on engagement with an e-learning tool during an emergency department induction program for junior doctors and its ability to predict performance. It found that doctors who did not complete an online multiple choice quiz faced an 8 times higher risk of needing intervention. It also found that doctors who spent less than 2 minutes on an online child assessment tool were the only ones who needed intervention. The document discusses trends showing a link between engagement and performance, and questions how to best define and measure engagement and performance.
The document summarizes a study analyzing medical performance evaluation data for relicensure purposes. It discusses:
1) The General Medical Council in the UK requiring doctors to demonstrate they remain fit to practice through regular evaluations.
2) A project analyzing questionnaires completed by patients and colleagues to assess doctors' performance as part of the relicensure process.
3) The objectives of the study, which included examining the reliability and validity of the questionnaires, operational issues in collecting data, and how to analyze the data to identify doctors needing further review.
This document provides information and materials for evaluating the performance of a housekeeper supervisor, including:
1. A sample housekeeper supervisor performance evaluation form with sections to rate job performance, note strengths/areas for improvement, set goals, and obtain signatures.
2. Examples of performance review phrases to assess different aspects of job performance like attitude, creativity, decision-making, interpersonal skills, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains information about performance evaluation forms and methods for clinical nurse specialists. It includes a 4-page sample performance evaluation form with rating scales for various performance factors. It also lists the top 12 methods for performance appraisal, describing each method in 1-2 paragraphs. These include management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. The document provides information and templates to help evaluate and develop clinical nurse specialists.
This document provides information and resources for evaluating the job performance of a laundry supervisor, including:
1. A 4-page performance evaluation form for a laundry supervisor, with rating scales for evaluating their performance in areas like administration, communication, decision-making, and safety.
2. Additional phrases for writing performance evaluations on topics such as attitude, creativity, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident reporting, and 360-degree feedback.
This document contains information related to performance evaluation forms and methods for revenue officers. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also lists several methods that can be used to evaluate revenue officer performance, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Checklist and weighted checklist methods are also mentioned. Useful links to free performance appraisal resources are provided.
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 summarizes an employee's annual performance review. It includes sections to rate the employee's performance in various areas like quality of work, communication skills, and safety practices. The supervisor provides an overall performance rating and identifies areas for improvement. The employee and multiple levels of management then sign off on the review.
This document contains materials for evaluating an engineer's job performance, including:
1. A 4-page performance evaluation form for rating an engineer on factors like administration, knowledge, communication, and more. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. A list of 6 effective performance appraisal methods for engineers, such as management by objectives, critical incident method, and 360 degree feedback.
3. Sample phrases for writing performance reviews on various skills and traits, both positive and negative, for things like attitude, creativity, decision-making, and teamwork.
The document provides a comprehensive template and guidance for conducting a thorough job performance review for an engineer.
Building maintenance supervisor performance appraisalPaulScholes012
This document provides information and resources for evaluating the job performance of a building maintenance supervisor. It includes a sample performance evaluation form spanning 8 pages with sections to rate performance factors, employee strengths and areas for improvement, and signatures. It also lists common phrases to use in evaluations and the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The goal is to help supervisors formally assess maintenance supervisors' work quality, skills, behaviors and overall job performance.
This document provides materials for evaluating the job performance of a medical consultant, including:
- A 4-page evaluation form with sections to rate performance factors like administration, communication, and decision-making on a scale; comment on strengths, areas for improvement, and a performance plan; and obtain signatures.
- A list of 6 performance appraisal phrases that can be used in the evaluation, such as statements about attitude, creativity, and decision-making.
- The evaluation form and phrases are intended to provide a structured way to assess a medical consultant's work performance and potential for improvement.
This document provides information and resources for evaluating the job performance of an assistant administrative officer, including:
- Links to free eBooks and forms for performance appraisals.
- A sample job performance evaluation form with sections to rate performance factors, document strengths/accomplishments, areas for improvement, and signatures.
- Phrases to use in performance reviews addressing attitudes, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- 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.
AMEE presentation 2011 Junior Doctor engagement with elearning toolDamian Roland
This document summarizes research on engagement with an e-learning tool during an emergency department induction program for junior doctors and its ability to predict performance. It found that doctors who did not complete an online multiple choice quiz faced an 8 times higher risk of needing intervention. It also found that doctors who spent less than 2 minutes on an online child assessment tool were the only ones who needed intervention. The document discusses trends showing a link between engagement and performance, and questions how to best define and measure engagement and performance.
The document summarizes a study analyzing medical performance evaluation data for relicensure purposes. It discusses:
1) The General Medical Council in the UK requiring doctors to demonstrate they remain fit to practice through regular evaluations.
2) A project analyzing questionnaires completed by patients and colleagues to assess doctors' performance as part of the relicensure process.
3) The objectives of the study, which included examining the reliability and validity of the questionnaires, operational issues in collecting data, and how to analyze the data to identify doctors needing further review.
Emergency Nursing of the Obese PatientKane Guthrie
The document discusses emergency nursing considerations for obese patients. It covers key topics such as:
- The pathophysiological effects of obesity including impacts to the cardiovascular, respiratory, gastrointestinal and other body systems.
- Critical care management challenges such as difficult intubation, ventilation needs, positioning patients, and vascular access.
- Trauma management implications like atypical injury patterns, assessment difficulties, and hemorrhage risk.
- Pharmacological considerations as obese patients often require different drug dosing than non-obese patients.
The document emphasizes preparing for the unique needs of obese emergency patients, such as having proper equipment available and prioritizing staff safety during patient handling and transport.
Lecture on Professionalism in Medicine, prepared and presented by Dr. Mohamed Alrukban and Dr. Ghaiath Hussein for 4th year medical students in the Medical Ethics Course on Monday Febraury 5, 2012.
Emergency nursing involves providing immediate treatment to patients experiencing medical emergencies or injuries. Key principles of emergency nursing include establishing an airway, controlling hemorrhaging, monitoring circulation and neurological status, documenting findings, and starting cardiac monitoring. The scope of emergency nursing is to treat patients of all ages for a wide range of illnesses and injuries, from minor issues to heart attacks. General principles of emergency care involve early detection and response, on-scene care, transportation to definitive care facilities, and following triage and assessment approaches like ABCD, EFGHI, and AMPLE.
The document discusses succession planning and its importance for organizational sustainability. It defines succession planning as identifying and developing potential successors for key positions through a systematic evaluation process. A business case for succession planning is that it maximizes business performance by having the right talent at the right time. The roles of top management and the board of directors are also discussed. Top management must be engaged to make succession planning a priority, while clear communication between the board and current executive director is important. The document emphasizes that succession planning should not be ignored as it helps ensure the long-term sustainability of an organization.
Emergency Nursing of the Trauma PatientKane Guthrie
1) ED nurses should have a sound knowledge of trauma care as EDs are seeing more trauma presentations who are spending more time in the ED.
2) The ABCDE (Airway, Breathing, Circulation, Disability, Exposure) approach is key for assessing and treating trauma patients in the ED to prevent death, which can occur within hours from hemorrhagic shock or weeks from sepsis.
3) A full trauma assessment from head to toe is important to identify injuries and provide interventions like splinting fractures, inserting chest tubes, or preparing for emergency surgery. Serial monitoring of vital signs and investigations helps guide treatment effectiveness.
The document discusses job analysis which is the systematic process of collecting information about all aspects of a job. It involves gathering data on responsibilities, skills, physical/mental requirements, and the job description and specification. A job specification outlines the specific knowledge, skills, and abilities required for a position. Human resource management uses job analysis for strategic planning, recruitment/selection, workplace/job design, training/development, performance appraisal, compensation management, and legal compliance. Common data collection methods include interviews, questionnaires, observation, and diaries/logs. The job analysis process involves collecting data, developing job descriptions and specifications, and informing various HRM functions.
Acute and critical care, IN NURSING, MANAGEMENT OF CLIENT IN ICU.dharmendra raval
This document provides an overview of acute and critical care nursing. It discusses how hospitals have changed and now care for sicker patients as outpatient care has increased. Acute care hospitals are defined as having average patient stays of less than 30 days. Critical care units care for the sickest patients in the hospital, using advanced technology and monitoring. The future of acute care nursing will involve caring for an aging population and greater emphasis on cost containment and multicultural care.
Succession planning is a 3-step process:
1) Identifying potential successors for key roles aligned with employees' talents and ambitions.
2) Developing these successors through activities like performance reviews, career development plans, and training.
3) Transitioning successors into roles through promotions or new assignments.
Only 22% of HR professionals rated their leadership succession systems as highly effective according to a survey. Effective succession planning is important for organizations to fill future leadership needs.
This document discusses curriculum goals and objectives for medical education. It outlines a pyramid structure for curriculum development that includes philosophy of education, goals and aims, general and specific instructional objectives. It describes the importance of educational objectives in directing curriculum content and priorities, suggesting learning methods, and enabling evaluation. Educational objectives should be specific, measurable, and describe expected performance in knowledge, attitude, and skills domains. The document also discusses objectives set forth by the Medical School Objectives Project, including that physicians must be altruistic, knowledgeable, skillful, and dutiful.
Job evaluation is a systematic way to determine the relative worth of jobs within an organization. It aims to establish a rational pay structure by comparing jobs based on factors like skill, effort, and responsibility required. The main methods of job evaluation are ranking, classification, factor comparison, and point method. Ranking simply arranges jobs in order of value, while classification groups similar jobs into predefined grades. Factor comparison and point method assign scores to jobs based on how they rate on important compensable factors. While objective, job evaluation still involves some subjectivity and may require periodic review.
The document discusses job analysis, which is the process used to collect information about the duties, responsibilities, skills, outcomes, and work environment of a particular job. It outlines several key stages and methods of job analysis, including defining job tasks and requirements, developing job descriptions and specifications, setting performance standards, and determining important applications like selection, training, and compensation. Common methods of collecting job analysis information discussed are observation, interviews, questionnaires, previous studies, and work diaries.
The document discusses the 9 box model for classifying employees based on their performance and potential. The 9 box model assesses people on two dimensions: demonstrated performance on their current role and their long-term potential. It places employees into 9 categories within a grid based on these dimensions to help identify high potentials, develop employees, and ensure they are placed in roles that suit their skills. Each category is described in terms of the typical employee attributes and recommended actions for development or placement. The overall purpose is to accurately assess individuals to match their development plans to maximize their contribution to the organization.
Succession planning is a strategic process that ensures an organization can fill key roles by developing internal talent. It identifies high potential employees, provides training and development opportunities, and establishes a pool of candidates ready to assume new roles. Effective succession planning is customized to the organization, driven by line managers, develops candidates in advance of openings, and is aligned with the company's strategic direction. However, succession planning can fail if candidates are chosen arbitrarily without a clear strategic vision or if promotions are not transparent.
Succession planning is a process that identifies, develops, and transitions potential successors for key roles within an organization. Most organizations currently have traditional succession planning processes that identify successors for executive positions. Fewer than 12% of companies have integrated succession management with talent mobility across roles. It is important for succession planning to identify critical positions, assess key talent potential and performance, and develop individual development plans to address any skill gaps through a blend of on-the-job and formal training experiences.
Job analysis is the process of obtaining information about jobs to determine their duties, tasks, and activities. This information is used by HR managers to develop job descriptions and specifications that form the basis for recruitment, training, performance appraisal, and career development. The goal is to improve organizational performance and productivity. Job analysis involves studying workflows, reengineering processes, and designing jobs. It identifies the tasks, duties, responsibilities, knowledge, skills, abilities, and competencies required for each position. The results inform other HR functions like recruitment, selection, training, and compensation. Information can be gathered through interviews, questionnaires, observation, diaries, and computer systems.
The document describes a 9 box performance-potential matrix used to evaluate employees. The matrix compares an employee's current performance against their potential and places them into one of 9 boxes ranging from "outstanding performance/high potential" to "poor performance/limited potential". Each box provides definitions of the employee type and what behaviors and characteristics indicate they belong in that particular box.
The nursing process is a systematic method for planning and providing nursing care to patients. It involves five interrelated phases: assessment, diagnosis, planning, implementation, and evaluation. Assessment is the first phase and involves collecting subjective and objective data about the patient's health status through various techniques like inspection, palpation, percussion, and auscultation. The data is then organized, validated, and documented to form the patient's database which provides the basis for determining the patient's diagnoses, developing a care plan, and evaluating outcomes.
This document provides information and resources for evaluating the job performance of a clinic assistant, including:
1. Sample evaluation forms for rating a clinic assistant's performance, strengths/weaknesses, and developing an improvement plan.
2. Links to free eBooks and resources on performance appraisal methods, sample phrases, key performance indicators, and tips for self-evaluations.
3. Descriptions of the top 12 methods for clinic assistant performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document contains a job performance evaluation form for a medical 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. The form will be used to conduct a performance review of the medical clerk's work across several key areas such as administration, communication, teamwork, decision-making, customer service, and dependability. Additional documents provided offer suggestions for effective performance phrases and resources for developing performance appraisals.
This document contains information about performance evaluation methods for medical officers, including examples of performance review phrases and key performance indicators. It discusses 12 common methods for evaluating job performance, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Specific evaluation criteria are provided for areas like attitude, decision-making, problem-solving, and teamwork. Sample performance reviews and ratings are given to illustrate how each method can be applied in a medical officer evaluation.
Medical coordinator perfomance appraisal 2tonychoper2404
This document contains information about performance evaluation methods for a medical coordinator, 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. Example phrases are provided for evaluating attributes like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. The last pages include a sample medical coordinator performance evaluation form with rating scales for various job duties and responsibilities.
This document contains information about performance evaluation methods for clinical associates, including example forms, phrases, and tips. It discusses 12 common methods for performance appraisal: management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and weighted checklists. For each method, it provides details on how they work, their advantages and disadvantages, examples of rating scales, and key aspects to consider when using them to evaluate a clinical associate's performance. The document aims to provide HR professionals with resources to conduct thorough yet constructive performance reviews.
The document provides materials for evaluating the job performance of a clinical specialist, including:
1) A 4-page evaluation form covering performance factors, strengths, areas for improvement, and signatures. Performance is rated on a scale from "Outstanding" to "Unsatisfactory".
2) Links to online resources on performance appraisal phrases, forms, methods, and key performance indicators.
3) A section with example phrases for evaluating a clinical specialist's attitude, creativity/innovation, and decision-making in performance reviews.
The document provides materials for evaluating the job performance of a clinical supervisor, including:
1) A 4-page clinical supervisor performance evaluation form with ratings scales for evaluating multiple performance factors.
2) Links to free eBooks and resources on performance appraisal best practices.
3) Sample phrases for evaluating a clinical supervisor's attitude, creativity/innovation, and decision-making in performance reviews.
The evaluation form allows for numerical ratings of a supervisor's performance in areas like administration, communication, teamwork, and customer service. Sample review comments address both positive and areas for improvement.
Medical secretary performance appraisalmolliebell246
This document provides information and resources for evaluating the performance of a medical secretary, including:
1. A 4-page job performance evaluation form for rating a medical secretary's performance, with factors like administration, knowledge, communication, and customer service.
2. Examples of positive and negative phrases for evaluating a medical secretary's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for a medical secretary's performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document contains information related to performance evaluation forms and methods for medical managers. It includes a 4-page sample performance evaluation form with rating scales for 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 Performance Appraisal Method. For each method, it provides a brief overview and discusses their advantages and disadvantages. The document provides tools and guidance for evaluating a medical manager's job performance.
This document provides information and resources for evaluating the job performance of a clinical coordinator. It includes a 4-page 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 and the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The resources are intended to help managers formally assess a clinical coordinator's work performance and provide constructive feedback.
This document provides resources and templates for conducting a job performance evaluation for a physicians assistant. It includes:
- Links to free eBooks and resources on performance appraisal methods, phrases for evaluations, sample forms, and key performance indicators.
- A sample multi-page physicians assistant performance evaluation form that rates employees on factors like administration, communication, decision-making, customer service, and provides spaces for commenting on strengths, areas for improvement, and developing a performance improvement plan.
- Example phrases for evaluating different aspects of job performance like attitude, creativity, decision-making in a physicians assistant.
The document aims to provide HR professionals with tools and guidance for formally reviewing and documenting a physicians assistant's work performance
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2. Job Performance Evaluation Form Page 2
Useful performance appraisal materials for doctor assistant:
performanceappraisal360.com/free-ebook-2456-phrases-for-performance-
appraisals
performanceappraisal360.com/free-65-performance-appraisal-forms
performanceappraisal360.com/free-ebook-top-12-methods-for-performance-
appraisal
performanceappraisal360.com/free-ebook-top-15-secrets-to-set-up-
performance-management-system
performanceappraisal360.com/free-ebook-2436-KPI-samples/
performanceappraisal360.com/free-ebook-top -9-tips-to-writing-a-winning-
self-appraisal
Doctor assistant job description
Doctor assistant goals & objectives
Doctor assistant KPIs & KRAs
Doctor assistant self appraisal
3. Job Performance Evaluation Form Page 3
I. Doctor assistant performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS (use job description as basis of this evaluation).
Administration - Measures effectiveness in planning,
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
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Job Knowledge - Measures effectiveness in keeping
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.
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C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
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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
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II. Doctor assistant performance phrases
1.Attitude Performance Review Examples – doctor assistant
Positive review
Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for doctor assistant
Positive review
Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
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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 – doctor assistant
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance ReviewPhrases – doctor assistant
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 – doctor assistant
Positive review
Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
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6.Teamwork Skills Performance Appraisal Phrases – doctor assistant
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
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III.Top 12 methods for doctor assistant performance appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
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.
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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…