This document provides information and resources for evaluating the job performance of an audit officer, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form spanning 8 pages with sections to rate performance factors, comment on strengths/improvements, set goals, and obtain signatures.
3. Examples of performance review phrases for an audit officer to describe their attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
4. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales
This document contains information about performance evaluation forms and methods for evaluating a sales admin assistant's performance. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also provides examples of performance phrases for different evaluation criteria and lists the top 12 methods for performance appraisal, describing features of methods like management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document aims to provide useful resources for conducting a sales admin assistant's performance review.
Vice president corporate development performance appraisalscottprice364
Vice president corporate development job description, Vice president corporate development goals & objectives, Vice president corporate development KPIs & KRAs, Vice president corporate development self appraisal
This document provides information and resources for evaluating the performance of a travel coordinator. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Additional sections provide phrases to use in a performance review and guidelines for different evaluation methods.
This document provides information and resources for evaluating the job performance of a MIS executive, including:
1. Sample performance evaluation forms spanning 4 pages with rating criteria and categories like administration, communication, decision making, etc.
2. Links and examples of useful performance appraisal materials like phrases, forms, and tips for writing self-appraisals.
3. Descriptions and examples of 12 common performance appraisal methods for evaluating an MIS executive, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of an audit manager, including:
1. Sample job performance evaluation forms for an audit manager with ratings scales and categories like administration, knowledge, communication, and more.
2. Examples of positive and negative phrases that can be used in a performance review for an audit manager for areas such as attitude, creativity, decision-making, and interpersonal skills.
3. An overview of the top 12 methods for performance appraisal of an audit manager, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the job performance of an audit officer, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form spanning 8 pages with sections to rate performance factors, comment on strengths/improvements, set goals, and obtain signatures.
3. Examples of performance review phrases for an audit officer to describe their attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
4. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales
This document contains information about performance evaluation forms and methods for evaluating a sales admin assistant's performance. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also provides examples of performance phrases for different evaluation criteria and lists the top 12 methods for performance appraisal, describing features of methods like management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document aims to provide useful resources for conducting a sales admin assistant's performance review.
Vice president corporate development performance appraisalscottprice364
Vice president corporate development job description, Vice president corporate development goals & objectives, Vice president corporate development KPIs & KRAs, Vice president corporate development self appraisal
This document provides information and resources for evaluating the performance of a travel coordinator. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Additional sections provide phrases to use in a performance review and guidelines for different evaluation methods.
This document provides information and resources for evaluating the job performance of a MIS executive, including:
1. Sample performance evaluation forms spanning 4 pages with rating criteria and categories like administration, communication, decision making, etc.
2. Links and examples of useful performance appraisal materials like phrases, forms, and tips for writing self-appraisals.
3. Descriptions and examples of 12 common performance appraisal methods for evaluating an MIS executive, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of an audit manager, including:
1. Sample job performance evaluation forms for an audit manager with ratings scales and categories like administration, knowledge, communication, and more.
2. Examples of positive and negative phrases that can be used in a performance review for an audit manager for areas such as attitude, creativity, decision-making, and interpersonal skills.
3. An overview of the top 12 methods for performance appraisal of an audit manager, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of a media executive, including:
1. A 4-page job performance evaluation form with sections for planning and results, rating performance factors, employee strengths and areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a media executive's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting a media executive's performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360-degree feedback.
This document provides information and resources for evaluating the performance of a manufacturing plant manager, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A sample job performance evaluation form for a manufacturing plant manager with sections to rate performance factors like administration, decision making, and safety. It includes spaces for comments on strengths, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating a manufacturing plant manager's attitude, creativity, decision making, interpersonal skills, problem solving, and teamwork.
4. An overview of the top 12 methods for a manufacturing plant manager's performance appraisal, including management by objectives
This document contains a 10-item leadership style survey for self-assessment. Respondents are asked to rate how strongly statements about leadership beliefs apply to them using a 5-point scale from "Almost Always True" to "Almost Never True". The statements cover topics such as decision-making approaches, inclusion of employee input, communication styles, and responses to mistakes. The questionnaire is meant to be completed honestly with no right or wrong answers.
This document provides information and resources for evaluating the job performance of a senior design engineer, including:
- Links to free ebooks and resources on performance appraisal phrases, forms, methods and key performance indicators (KPIs).
- A sample job performance evaluation form covering rating an engineer's performance on factors like administration, knowledge, communication etc. and including spaces for comments on strengths, areas for improvement and goal setting.
- Examples of performance review phrases for attributes like attitude, creativity, decision-making, interpersonal skills, problem solving, and teamwork that could be used to evaluate the engineer.
- An overview of the top 12 methods for performance appraisal, including management by objectives, critical
This document summarizes an employee's performance review. It rates the employee in several criteria like quality of work, communication skills, safety practices, and attendance on a scale of outstanding, exceeds expectations, meets expectations, needs improvement, and unsatisfactory. Based on the ratings in each criteria and comments from the employee and supervisor, an overall performance rating is given. Areas for improvement are identified and goals are set to enhance the employee's performance over the coming review period.
This document provides information and resources for evaluating the performance of a rig electrician, including:
1. A multi-page performance evaluation form for rating a rig electrician's performance, with factors like administration, communication, decision-making, and safety.
2. Examples of phrases to use in evaluating a rig electrician's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for performing a rig electrician's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document discusses teams and groups in organizations. It defines teams as groups of two or more people who work together to achieve common goals and see themselves as an entity within the organization. There are many types of formal teams in organizations, including departmental teams, production teams, and virtual teams. Groups are defined as having two or more people with a unifying relationship, and informal groups exist primarily for the benefit of members but do not have formal goals. Team effectiveness is measured by achieving goals, satisfying member needs, and maintaining the team over time. Key factors that influence teams include task characteristics, team size and composition, and interdependence between members.
This document shares lessons that can be learned from observing geese in their V-formation flight patterns. It notes that geese flying together are able to travel farther than if they flew alone, and that any goose who falls out of formation feels increased drag until catching up. It also discusses how leadership roles are shared, with geese honking from behind to encourage those in front and dropping out of formation to help any sick or injured geese. The overall lessons are that people can achieve more by working as a team instead of alone, and supporting each other especially in difficult times.
This document provides information and resources for evaluating the performance of a dispatch operator. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance review plan. It also gives examples of performance review phrases for evaluating different aspects of an employee's work like attitude, decision-making, teamwork, and problem-solving. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, and 360 degree feedback.
How to Build a World-Class High-Performance CulturePerformanceIN
This document discusses how to build a high-performance culture. It defines culture as a company's operating system that guides how employees make decisions. It outlines five qualities of a great culture: vision, values, goals, consistency, and clarity. It emphasizes treating employees with respect and honesty, clearly communicating expectations, providing feedback, and investing in high-potential employees who share the company's values. Hiring the right people, establishing consistent processes, and creating a culture of accountability and growth are presented as keys to developing a high-performance culture.
Resources
Products
Markets
Financial Results
46
Session 4
NAWBO-LA PEAK LEADERSHIP ACADEMY
Key Result Areas for the Company
1. Markets
2. Products
3. Resources
4. Financial Results
5. Operational Systems
6. Management Systems
7. Culture
47
Session 4
NAWBO-LA PEAK LEADERSHIP ACADEMY
Key Result Areas for the Company
1. Markets
- Market Share
- Market Penetration
- Market Development
2. Products
- Product Development
- Product Quality
- Product Cost
3. Resources
-
Senior it manager performance appraisalMartinRay456
This document provides information and resources for evaluating the performance of a senior IT manager, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A job performance evaluation form with sections for planning and results, performance factors, strengths, areas for improvement, signatures, and performance review phrases.
3. A description of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document contains a series of emails and messages spanning many years that consistently praise and thank Jeffrey T. Gentry for his excellent customer service, efficient operations, valuable assistance and training, and reliable work in shipping and logistics. The emails highlight Gentry's hospitality, product knowledge, ability to find quality employees, efforts to save customers time and money, and appreciation for keeping his department on track. Senders express how impressed, relieved, and grateful they are for Gentry's work.
Top 8 executive sales assistant resume samplestonychoper4405
The document provides resources for executive sales assistant resumes, cover letters, interview questions and answers, and career advice. It includes links to resume samples, tips for writing effective resumes and cover letters, and guides on interview preparation and questions. The resources cover different resume formats, fields, and experience levels relevant for executive sales assistant roles.
This document provides information and resources for evaluating the performance of a media executive, including:
1. A 4-page job performance evaluation form with sections for planning and results, rating performance factors, employee strengths and areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a media executive's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting a media executive's performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360-degree feedback.
This document provides information and resources for evaluating the performance of a manufacturing plant manager, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A sample job performance evaluation form for a manufacturing plant manager with sections to rate performance factors like administration, decision making, and safety. It includes spaces for comments on strengths, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating a manufacturing plant manager's attitude, creativity, decision making, interpersonal skills, problem solving, and teamwork.
4. An overview of the top 12 methods for a manufacturing plant manager's performance appraisal, including management by objectives
This document contains a 10-item leadership style survey for self-assessment. Respondents are asked to rate how strongly statements about leadership beliefs apply to them using a 5-point scale from "Almost Always True" to "Almost Never True". The statements cover topics such as decision-making approaches, inclusion of employee input, communication styles, and responses to mistakes. The questionnaire is meant to be completed honestly with no right or wrong answers.
This document provides information and resources for evaluating the job performance of a senior design engineer, including:
- Links to free ebooks and resources on performance appraisal phrases, forms, methods and key performance indicators (KPIs).
- A sample job performance evaluation form covering rating an engineer's performance on factors like administration, knowledge, communication etc. and including spaces for comments on strengths, areas for improvement and goal setting.
- Examples of performance review phrases for attributes like attitude, creativity, decision-making, interpersonal skills, problem solving, and teamwork that could be used to evaluate the engineer.
- An overview of the top 12 methods for performance appraisal, including management by objectives, critical
This document summarizes an employee's performance review. It rates the employee in several criteria like quality of work, communication skills, safety practices, and attendance on a scale of outstanding, exceeds expectations, meets expectations, needs improvement, and unsatisfactory. Based on the ratings in each criteria and comments from the employee and supervisor, an overall performance rating is given. Areas for improvement are identified and goals are set to enhance the employee's performance over the coming review period.
This document provides information and resources for evaluating the performance of a rig electrician, including:
1. A multi-page performance evaluation form for rating a rig electrician's performance, with factors like administration, communication, decision-making, and safety.
2. Examples of phrases to use in evaluating a rig electrician's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for performing a rig electrician's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document discusses teams and groups in organizations. It defines teams as groups of two or more people who work together to achieve common goals and see themselves as an entity within the organization. There are many types of formal teams in organizations, including departmental teams, production teams, and virtual teams. Groups are defined as having two or more people with a unifying relationship, and informal groups exist primarily for the benefit of members but do not have formal goals. Team effectiveness is measured by achieving goals, satisfying member needs, and maintaining the team over time. Key factors that influence teams include task characteristics, team size and composition, and interdependence between members.
This document shares lessons that can be learned from observing geese in their V-formation flight patterns. It notes that geese flying together are able to travel farther than if they flew alone, and that any goose who falls out of formation feels increased drag until catching up. It also discusses how leadership roles are shared, with geese honking from behind to encourage those in front and dropping out of formation to help any sick or injured geese. The overall lessons are that people can achieve more by working as a team instead of alone, and supporting each other especially in difficult times.
This document provides information and resources for evaluating the performance of a dispatch operator. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance review plan. It also gives examples of performance review phrases for evaluating different aspects of an employee's work like attitude, decision-making, teamwork, and problem-solving. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, and 360 degree feedback.
How to Build a World-Class High-Performance CulturePerformanceIN
This document discusses how to build a high-performance culture. It defines culture as a company's operating system that guides how employees make decisions. It outlines five qualities of a great culture: vision, values, goals, consistency, and clarity. It emphasizes treating employees with respect and honesty, clearly communicating expectations, providing feedback, and investing in high-potential employees who share the company's values. Hiring the right people, establishing consistent processes, and creating a culture of accountability and growth are presented as keys to developing a high-performance culture.
Resources
Products
Markets
Financial Results
46
Session 4
NAWBO-LA PEAK LEADERSHIP ACADEMY
Key Result Areas for the Company
1. Markets
2. Products
3. Resources
4. Financial Results
5. Operational Systems
6. Management Systems
7. Culture
47
Session 4
NAWBO-LA PEAK LEADERSHIP ACADEMY
Key Result Areas for the Company
1. Markets
- Market Share
- Market Penetration
- Market Development
2. Products
- Product Development
- Product Quality
- Product Cost
3. Resources
-
Senior it manager performance appraisalMartinRay456
This document provides information and resources for evaluating the performance of a senior IT manager, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A job performance evaluation form with sections for planning and results, performance factors, strengths, areas for improvement, signatures, and performance review phrases.
3. A description of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document contains a series of emails and messages spanning many years that consistently praise and thank Jeffrey T. Gentry for his excellent customer service, efficient operations, valuable assistance and training, and reliable work in shipping and logistics. The emails highlight Gentry's hospitality, product knowledge, ability to find quality employees, efforts to save customers time and money, and appreciation for keeping his department on track. Senders express how impressed, relieved, and grateful they are for Gentry's work.
Top 8 executive sales assistant resume samplestonychoper4405
The document provides resources for executive sales assistant resumes, cover letters, interview questions and answers, and career advice. It includes links to resume samples, tips for writing effective resumes and cover letters, and guides on interview preparation and questions. The resources cover different resume formats, fields, and experience levels relevant for executive sales assistant roles.
This short document promotes the creation of Haiku Deck presentations on SlideShare by stating "Inspired?" and providing a button to "GET STARTED", suggesting the reader can be inspired to make their own Haiku Deck presentation. It focuses on encouraging the reader to try making a presentation using Haiku Deck on SlideShare in a concise and engaging way.
Haiku Deck is a presentation platform that allows users to create Haiku-style slideshows. The document encourages the reader to get started creating their own Haiku Deck presentation on SlideShare by providing a link to do so. It aims to inspire the reader to try out Haiku Deck's unique presentation style.
This short document promotes the creation of presentations on SlideShare using Haiku Deck, an online tool for making photo-based slideshows and presentations. It displays sample photos from different photographers that could be used in a Haiku Deck presentation and encourages the reader to get started making their own presentation.
The Industry of Chhattisgarh Handlooms has potential to provide large scale rural livelihoods with minimum infrastructure cost. The reason behind the additional strength and the growth of the industry is that it is independent of generated power. The advantages are it has potential skill diffusion, low capital intensive, and has a potential for employing large numbers.
The document provides resources for music video directors seeking resume samples, cover letters, and interview preparation materials. It lists links to free resume samples, ebooks on resume writing and interview skills, cover letter samples, and interview questions on various topics. The links are intended to help music video directors develop strong application materials and prepare for interviews.
This document outlines the powers and functions of different levels of government in India. The central government deals with matters of national importance and has authority over the states. Individual states enjoy independence in governing state-level matters. Some issues are concurrent between the state and central governments. The document was created by a group led by Aditya to explain the division of powers between federal, state, and central governments in India.
Top 8 project management director resume samplestonychoper5605
The document provides information about resume samples, templates, and other career resources for project management directors. It lists resume formats like chronological, functional, and combination resumes. It also provides links to sample resumes, cover letters, interview questions and answers, and other job search tools on the resume123.org website for project management director roles.
The document provides materials for evaluating the job performance of a flight coordinator, including:
1) A 4-page performance evaluation form covering rating definitions, performance factors to evaluate, and sections for comments, signatures, and job description review.
2) A list of 6 online resources for performance appraisal materials like phrases, forms, and eBooks on topics like KPIs, self-appraisals, and setting up performance management systems.
3) A sample completed 8-page performance evaluation form for a flight coordinator including ratings for performance factors and sections for strengths, areas for improvement, and an action plan.
This document appears to be a collection of references on the topic of mobile phone usage and its social impacts. It includes several scholarly journal articles, news reports, and other sources published between 2002 and 2011 discussing how mobile communication technologies are reshaping social relationships and potentially contributing to issues like increased divorce rates. The references are written in multiple languages and cover topics such as the integration of mobile phones into daily life, their impact on social cohesion, and the creation of new social categories through these devices.
Micky Trinidad has over 20 years of experience in strategic operations management. He has a proven track record of optimizing supply chains, implementing continuous improvement initiatives, and driving profit growth. Some of his accomplishments include increasing production volume by 325% through restructuring operations at Rainin Instrument Company, and saving $1.13 billion by streamlining raw material extraction processes at Cementos Lima. Currently he is a Senior Strategic Manager at Logitech Corporation, where he has led projects that reduced inventory levels while maintaining service levels and generated supply planning strategies.
Several ships and planes have disappeared in the Bermuda Triangle without explanation, including the Tudor Star Tiger plane and Flight 201. The Bimini Road, an underwater formation of stone formations off the coast of Bimini, is also part of the mystery. The Bermuda Triangle continues to be an unsolved mystery with unusual phenomena occurring there and its causes still unknown.
This document provides information and resources for evaluating the performance of a field manager, including:
1. A 4-page job performance evaluation form for rating a field manager's performance, with factors like administration, communication, decision-making, and customer service.
2. Examples of positive and negative phrases for evaluating a field manager's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document contains materials for evaluating the job performance of an area coordinator, including:
- A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
- Links to additional online resources for performance appraisals like sample phrases, forms, and guides for setting up performance management systems.
- Sample performance review phrases for an area coordinator's attitude, creativity/innovation, and decision-making.
The evaluation form and supplemental materials provide a comprehensive guide for assessing an area coordinator's work performance and developing their skills.
This document provides information and resources for evaluating the performance of a field coordinator. It includes a 4-page sample performance evaluation form with rating scales for evaluating employees on various performance factors. It also lists phrases that can be used in a performance review for areas like attitude, decision-making, problem-solving, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The overall document serves as a guide for organizations on how to structure a formal performance evaluation process for field coordinators.
This document contains materials for evaluating the performance of a demand manager, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and an overall performance rating.
2) Examples of performance review phrases for a demand manager's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3) An overview of the top 12 methods for a demand manager's performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
The document provides information on performance evaluation methods for claims officers. It discusses 12 different methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition, overview of the process, examples of how they are used to evaluate performance factors, and advantages or disadvantages. The document aims to outline useful approaches and considerations for evaluating the job performance of claims officers.
This document provides information and resources for evaluating the performance of an audit supervisor, including:
1. Sample performance evaluation forms for an audit supervisor with rating scales for evaluating performance factors like administration, knowledge, communication, and more.
2. Examples of positive and negative phrases for evaluating an audit supervisor's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360-degree feedback.
This document provides information and resources for evaluating the performance of a claims manager. It includes a 4-page claims manager performance evaluation form with rating scales for evaluating performance factors like administration, communication, decision-making, and customer service. It also gives examples of phrases to use in a performance review for attributes like attitude, creativity, problem-solving skills, and teamwork. Finally, it outlines the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The goal is to help managers formally assess a claims manager's work quality and provide constructive feedback.
The document provides information on various methods that can be used for performance appraisals of unit secretaries. It discusses 12 different methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview of the process as well as examples of advantages and disadvantages. The document aims to equip managers with understanding of different performance appraisal techniques that can be used for unit secretary evaluations.
Loss prevention officer officer perfomance appraisal 2tonychoper6104
The document provides materials for evaluating the job performance of a supply officer, including:
1) A 4-page performance evaluation form covering rating definitions, performance factors to evaluate, and sections for comments, signatures, and job description review.
2) A list of 6 online resources for performance appraisal materials like phrases, forms, and tips for writing self-appraisals.
3) An 8-page section with example performance review phrases for evaluating a supply officer's attitude, creativity, decision-making, and other skills and behaviors.
This document contains materials for evaluating the job performance of a quality officer, including:
1) A 4-page job performance evaluation form with ratings for various performance factors and sections for comments on strengths, areas for improvement, and signatures.
2) A list of online resources for useful performance appraisal materials like sample phrases, forms, and guides.
3) A section with example performance review phrases for evaluating a quality officer's attitude, creativity, decision-making, and other skills.
The evaluation form and phrases are intended to help managers objectively assess a quality officer's work and provide constructive feedback to improve their performance.
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How to Fix the Import Error in the Odoo 17Celine George
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Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
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2. Job Performance Evaluation Form Page 2
Useful performance appraisal materials for field supervisor:
performanceappraisal360.com/free-ebook-2456-phrases-for-performance-
appraisals
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self-appraisal
Field supervisor job description
Field supervisor goals & objectives
Field supervisor KPIs & KRAs
Field supervisor self appraisal
3. Job Performance Evaluation Form Page 3
I. Field supervisor 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.
6. Job Performance Evaluation Form Page 6
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
7. Job Performance Evaluation Form Page 7
E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that theemployee was
given theopportunity to discuss theofficial review with thesupervisor.)
Evaluated by Date
Reviewed by Date
8. Job Performance Evaluation Form Page 8
II. Field supervisor performance phrases
1.Attitude Performance Review Examples – field supervisor
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 field supervisor
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 – field supervisor
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 – field supervisor
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
10. Job Performance Evaluation Form Page 10
Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – field supervisor
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 – field supervisor
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
12. Job Performance Evaluation Form Page 12
III.Top 12 methods for field supervisor performance appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
13. Job Performance Evaluation Form Page 13
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
14. Job Performance Evaluation Form Page 14
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
15. Job Performance Evaluation Form Page 15
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
16. Job Performance Evaluation Form Page 16
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
17. Job Performance Evaluation Form Page 17
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
18. Job Performance Evaluation Form Page 18
Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…