This document provides information and resources for conducting a job performance evaluation of a freight coordinator. It includes sample performance evaluation forms, phrases to use in evaluations, and descriptions of common performance appraisal methods. The forms include sections to rate performance factors, identify employee strengths and areas for improvement, set goals, and obtain signatures. Sample phrases address topics like attitude, creativity, decision-making, interpersonal skills, and teamwork. The document also outlines 12 performance appraisal methods commonly used, 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 a logistics operations manager, including:
1) A 4-page performance evaluation form rating the manager on factors like administration, communication, decision-making, and safety. Space is provided for strengths, areas for improvement, and signatures.
2) A list of 6 performance appraisal phrases related to attitudes, creativity/innovation, and decision-making that could be used in the evaluation.
3) A link to additional online resources for performance appraisals, including sample forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
The document provides a template for conducting a thorough job performance review of a log
This document provides a job performance evaluation form for evaluating the performance of a store officer. It includes:
1. Links to online resources for performance appraisal materials like phrases, forms, and methods.
2. A 4-page form for evaluating a store officer's performance based on factors like administration, communication, decision-making, customer service, and safety. Space is provided for commenting on strengths, areas for improvement, and a performance plan.
3. A section with sample positive and negative performance review phrases for evaluating a store officer's attitude, creativity, and decision-making.
The evaluation form and sample phrases are intended to provide a structured way to assess a store officer's job performance and identify
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 contains materials for evaluating the job performance of a logistics operations manager, including:
1) A 4-page performance evaluation form rating the manager on factors like administration, communication, decision-making, and safety. Space is provided for strengths, areas for improvement, and signatures.
2) A list of 6 performance appraisal phrases related to attitudes, creativity/innovation, and decision-making that could be used in the evaluation.
3) A link to additional online resources for performance appraisals, including sample forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
The document provides a template for conducting a thorough job performance review of a log
This document provides a job performance evaluation form for evaluating the performance of a store officer. It includes:
1. Links to online resources for performance appraisal materials like phrases, forms, and methods.
2. A 4-page form for evaluating a store officer's performance based on factors like administration, communication, decision-making, customer service, and safety. Space is provided for commenting on strengths, areas for improvement, and a performance plan.
3. A section with sample positive and negative performance review phrases for evaluating a store officer's attitude, creativity, and decision-making.
The evaluation form and sample phrases are intended to provide a structured way to assess a store officer's job performance and identify
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 contains information about performance evaluation methods for secretaries, including example forms, phrases, and tips. It discusses 12 common performance appraisal methods such as management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides a definition and overview of how it works and some advantages or disadvantages. The document also includes sections with positive and negative example phrases for evaluating different job skills and behaviors in categories like attitude, communication, problem-solving, and teamwork. It appears aimed to help managers conduct thorough yet constructive performance reviews of their secretary employees.
This document provides information on performance appraisal methods for transport drivers. It discusses 12 different methods: 1) Management by Objectives, 2) Critical Incident Method, 3) Behaviorally Anchored Rating Scales, 4) Behavioral Observation Scales, 5) 360 Degree Performance Appraisal, 6) Checklist and Weighted Checklist Method, and others. For each method, it provides a definition and overview, as well as advantages and disadvantages. The goal is to help select the most appropriate performance evaluation approach for transport drivers.
This document provides information and resources for evaluating the performance of a branch administrator. It includes a job performance evaluation form with multiple pages for documenting an employee's performance rating, strengths, areas for improvement, and goals. It also lists common performance appraisal methods that can be used, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Sample phrases are given for evaluating different performance dimensions like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Overall, the document aims to help structure a formal performance review for a branch administrator position.
This document contains information about performance evaluation methods for an audit associate, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and weighted checklist method. For each method, it gives an overview and discusses advantages and disadvantages. The document also includes sections with positive and negative review phrases for various performance dimensions and a job performance evaluation form.
This document contains information about performance evaluation forms and methods for evaluating an accounts payable assistant. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, and customer service. It also provides examples of phrases to use in evaluations for areas like attitude, problem solving, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide HR professionals with resources for comprehensively evaluating the performance of an accounts payable assistant.
This document contains information about performance evaluation methods for treasury officers, including examples of performance evaluation forms and review phrases. It discusses 12 common methods for evaluating treasury officer performance: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides details on how the method works and its advantages or disadvantages. The document also includes sections on positive and negative review phrases for various performance factors such as attitude, decision-making, problem-solving, and teamwork.
This document provides information and resources for evaluating the job performance of a logistic administrator, 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 evaluating a logistic administrator's 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, and 360 degree feedback
This document discusses key performance indicators (KPIs) for transportation. It provides resources for transportation KPIs including lists of KPIs, performance appraisal metrics, job skills, and key result areas. It also discusses steps for creating KPIs for specific positions, common mistakes to avoid, how to design effective KPIs, and different types of KPIs such as process, input, output, leading, lagging, outcome, qualitative, and quantitative KPIs. The document recommends top resources including lists of 2436 KPIs, 28 performance appraisal forms, and 11 performance appraisal methods.
This document discusses freight forwarding, customs brokerage, and logistics. It defines freight forwarding as a service used in international trade that guarantees delivery of goods by an agreed date in good condition. Freight forwarders perform routine tasks like loading/unloading, storage, arranging transport, and obtaining payment on behalf of exporters and importers. The document also discusses the roles of customs brokers, common carriers, shippers, consignees, and principal carriers in transportation and logistics. It provides examples of shipping documents used and procedures for import/export processes.
This document contains information about performance evaluation methods for secretaries, including example forms, phrases, and tips. It discusses 12 common performance appraisal methods such as management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides a definition and overview of how it works and some advantages or disadvantages. The document also includes sections with positive and negative example phrases for evaluating different job skills and behaviors in categories like attitude, communication, problem-solving, and teamwork. It appears aimed to help managers conduct thorough yet constructive performance reviews of their secretary employees.
This document provides information on performance appraisal methods for transport drivers. It discusses 12 different methods: 1) Management by Objectives, 2) Critical Incident Method, 3) Behaviorally Anchored Rating Scales, 4) Behavioral Observation Scales, 5) 360 Degree Performance Appraisal, 6) Checklist and Weighted Checklist Method, and others. For each method, it provides a definition and overview, as well as advantages and disadvantages. The goal is to help select the most appropriate performance evaluation approach for transport drivers.
This document provides information and resources for evaluating the performance of a branch administrator. It includes a job performance evaluation form with multiple pages for documenting an employee's performance rating, strengths, areas for improvement, and goals. It also lists common performance appraisal methods that can be used, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Sample phrases are given for evaluating different performance dimensions like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Overall, the document aims to help structure a formal performance review for a branch administrator position.
This document contains information about performance evaluation methods for an audit associate, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and weighted checklist method. For each method, it gives an overview and discusses advantages and disadvantages. The document also includes sections with positive and negative review phrases for various performance dimensions and a job performance evaluation form.
This document contains information about performance evaluation forms and methods for evaluating an accounts payable assistant. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, and customer service. It also provides examples of phrases to use in evaluations for areas like attitude, problem solving, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide HR professionals with resources for comprehensively evaluating the performance of an accounts payable assistant.
This document contains information about performance evaluation methods for treasury officers, including examples of performance evaluation forms and review phrases. It discusses 12 common methods for evaluating treasury officer performance: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides details on how the method works and its advantages or disadvantages. The document also includes sections on positive and negative review phrases for various performance factors such as attitude, decision-making, problem-solving, and teamwork.
This document provides information and resources for evaluating the job performance of a logistic administrator, 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 evaluating a logistic administrator's 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, and 360 degree feedback
This document discusses key performance indicators (KPIs) for transportation. It provides resources for transportation KPIs including lists of KPIs, performance appraisal metrics, job skills, and key result areas. It also discusses steps for creating KPIs for specific positions, common mistakes to avoid, how to design effective KPIs, and different types of KPIs such as process, input, output, leading, lagging, outcome, qualitative, and quantitative KPIs. The document recommends top resources including lists of 2436 KPIs, 28 performance appraisal forms, and 11 performance appraisal methods.
This document discusses freight forwarding, customs brokerage, and logistics. It defines freight forwarding as a service used in international trade that guarantees delivery of goods by an agreed date in good condition. Freight forwarders perform routine tasks like loading/unloading, storage, arranging transport, and obtaining payment on behalf of exporters and importers. The document also discusses the roles of customs brokers, common carriers, shippers, consignees, and principal carriers in transportation and logistics. It provides examples of shipping documents used and procedures for import/export processes.
This document discusses integrating marketing analytics and data-driven intelligence. It covers operationalizing digital data capture and integration, data-driven multi-channel outbound marketing, real-time inbound marketing and dynamic analytics, and creating adaptive customer experiences. The key aspects are consolidating customer data from various sources, driving value from integrated analytics, orchestrating the next best action for customers, and measuring performance to improve outcomes. The overall goal is to develop a complete, unified view of the customer to deliver personalized, relevant experiences across channels.
The document discusses key performance indicators (KPIs) for a logistics coordinator position. It provides examples of KPIs, performance appraisal forms, and a process for creating KPIs for a logistics coordinator. The document recommends visiting kpi123.com for additional KPI samples and materials related to performance reviews, appraisals, and interview questions.
Stepping Back to See Clearly - Building a Solid UX StrategyScott McCall
Internet Summit 2013 Raleigh, NC
November 17, 2013 Pre Con UX Workshop
Stepping Back to See Clearly - Building a Solid UX Strategy
There’s more to UX than usability best practices or a shiny interface. How do we go deeper and create a strategic foundation for solving business problems through design? This session will focus on identifying, clarifying, and communicating problems using design thinking.
*shout outs to Jeff Gothelf for the Lean UX stuff, and Joe Baz and Above the Fold for the Problem Statement format.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. The document also outlines steps for creating KPIs, such as defining objectives, identifying key result areas and tasks, and determining methods to measure results. Additionally, it discusses common mistakes to avoid when building KPI systems, such as creating too many KPIs or not linking them to strategy.
Lean Analytics - How to Measure Your ProductLiron Hayun
This presentation was given to startup founders and software people to help them understand how to better measure the success (or failure) of their product by using objective data.
Getting Started with Product Analytics - A 101 Implementation Guide for Begin...Vishrut Shukla
The document provides an overview of a workshop on getting started with product analytics for beginner and aspiring product managers, outlining why analytics is important for product development, how to plan an implementation by gathering requirements from stakeholders and choosing tools, and important considerations like backing up your primary analytics with a secondary implementation. It also includes examples, activities, and "commandments" or best practices for setting up an effective product analytics system.
Even with the economic success of the financial industry, there will be challenges credit unions will face. With the use of business analytics and intelligence, your credit union will have a framework for tackling these challenges that will help with developing insights on business performance using statistical methods. So, what results should credit unions expect with the use of analytics? According to a recent survey, business analytics has been proven to reduce costs, increase profitability, improve risk and optimize internal processes for businesses. In this presentation, you will learn how to use business analytics and how the insight it provides will benefit your credit union today and in the future. For more info: www.nafcu.org/sas
Marketing suffers from a lack of credibility with executives who see it as an unquantifiable expense rather than a driver of revenue and profits. To build respect and accountability, marketers must be able to answer hard questions about the financial impact of marketing activities using measurable metrics like revenue, profit, and ROI. Demonstrating an understanding of how marketing programs directly contribute to revenue performance through metrics will help marketing gain credibility as a critical business function.
The document provides an overview of logistics operations in the fast moving consumer goods (FMCG) industry. It discusses key aspects of supply chain and logistics such as market demand trends across regions in Indonesia, distribution network design, inventory management, order fulfillment, and key performance indicators (KPIs) like customer service quality and cost. Initiatives to improve service and efficiency are also highlighted, including electronic data interchange, advance shipment notification, and night/holiday delivery to retailers.
Examples of KPI for Marketing: KPI Examples for Marketing, KPI for Marketing ...The-KPI-Examples-Review
In this report we define the key performance indicators for marketing based on web search data in 2015. For some of the key performance indicators were defined their formulas and calculation examples. In our calculations we used the official statements of Siemens AG and others.
This is an example dashboard that shows the key performance indicators that a moving company used to get a snapshot of its performance in all areas of the company. Use this as a guide for creating your own project or company's dashboard to quickly share operational data with others.
This document discusses key performance indicator (KPI) examples for sales managers. It provides resources for developing KPIs including lists of sample KPIs, performance appraisal metrics, and job skills. The document recommends following steps to create KPIs such as defining objectives, identifying key result areas and tasks, and determining methods to measure results. It also cautions against creating too many KPIs and notes that KPIs should change based on goals and stage. Finally, the document describes different types of KPIs including process, input, output, leading, lagging, outcome, qualitative and quantitative.
This document discusses key performance indicators (KPIs) for product managers. It provides resources for creating KPIs, including lists of sample KPIs, performance appraisal metrics, and steps for developing a KPI system. Common mistakes to avoid when developing KPIs are also outlined, such as creating too many KPIs or not linking them to business strategy. The document emphasizes that KPIs should empower employees and provide relevant information.
This document provides information and resources for evaluating the job performance of a delivery coordinator. It includes a sample performance evaluation form spanning 8 pages with sections to rate performance factors, document employee strengths and areas for improvement, set a performance improvement plan, and obtain signatures. It also lists 12 common performance appraisal methods for delivery coordinators such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases are given to describe employee performance in areas like attitude, creativity, decision-making, and problem-solving.
This document provides a job performance evaluation form for a logistics associate. The form includes sections to rate the associate's performance on factors such as administration, communication, teamwork, decision making, customer service, and safety. It also includes spaces to document the associate's strengths, areas for improvement, and a plan for improved performance. The form is accompanied by guidelines on performance ratings and examples of positive and negative phrases to use in evaluating the associate's attitude, creativity, decision making, and other skills.
This document contains a job performance evaluation form for a transportation clerk. It includes sections for planning and reviewing performance, rating performance on factors such as administration and decision making, identifying employee strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures. It also provides examples of performance review phrases that could be used in the evaluation. The form and additional materials are intended to help structure a job performance review for a transportation clerk.
This document contains a job performance evaluation form for a shipping executive. It includes sections for planning and reviewing performance, rating performance on factors such as administration, communication, and customer service. It provides definitions for performance ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. The form also includes sections for noting employee strengths, areas for improvement, and developing a plan of action. Additional pages provide example phrases for evaluating attitude, creativity/innovation, and decision making.
Freight team associate performance appraisalDirtKuyt012
This document contains a job performance evaluation form for a freight team associate. It includes sections for identifying the employee and evaluation period, reviewing performance factors and ratings, noting employee strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures. It also provides examples of positive and negative phrases to use in evaluating the employee's attitude, creativity/innovation, decision-making, and other skills. The form and phrases are intended to help structure the freight team associate's performance review.
This document provides information and resources for conducting a performance evaluation of a logistics controller, including:
1. Links to free ebooks and resources on performance appraisal phrases, forms, methods and key performance indicators.
2. A sample job performance evaluation form for a logistics controller with sections to rate performance factors, comment on strengths/accomplishments, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating a logistics controller's 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
This document provides a job performance evaluation form for evaluating the performance of a shipping officer. It includes:
1. Links to online resources for performance appraisal materials like phrases, forms, and methods.
2. A 4-page evaluation form for rating a shipping officer's performance on factors like administration, communication, decision-making, and customer service using ratings of outstanding to unsatisfactory.
3. An additional page providing sample performance review phrases for evaluating a shipping officer's attitude, creativity, and decision-making skills.
The evaluation form allows a shipping officer's supervisor to provide structured feedback and set goals for improvement in order to assess and develop the employee's job performance.
This document contains a job performance evaluation form for a transportation assistant. It includes sections for performance planning and review, rating performance factors such as administration, communication, and safety. It also includes sections for noting employee strengths, areas for improvement, and a plan of action. The form provides definitions for rating an employee's overall performance as outstanding, exceeding expectations, meeting expectations, below expectations, or unsatisfactory. Additionally, it suggests phrases that can be used in the performance review for areas such as attitude, creativity, and decision-making.
Transport supervisor performance appraisalRicardoKaka999
This document provides a job performance evaluation form for evaluating the performance of a transport supervisor. It includes:
- Links to online resources for performance appraisal materials like phrases, forms, and methods.
- Sections for the performance evaluation rating the supervisor on factors like administration, communication, decision-making, safety, and areas for improvement.
- Space for comments from the supervisor and employee.
- Examples of performance review phrases to use in evaluating the supervisor's attitude, creativity, decision-making, and other skills.
The form allows for a thorough annual review of the transport supervisor's job performance based on their goals, key responsibilities, and overall contributions to the organization.
This document provides information and resources for evaluating the performance of a placement coordinator. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and areas for improvement, a performance review plan, and signatures. It also lists several methods that can be used for performance appraisals, 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 briefly described. The document aims to provide supervisors with tools and guidance to formally assess a placement coordinator's work.
This document contains a job performance evaluation form for a freight associate. It includes sections to rate the associate's performance on factors like administration, communication, teamwork, and safety. It also includes sections for noting the associate's strengths, areas for improvement, and a plan of action. Additional pages provide examples of performance review phrases and definitions of performance ratings. The form allows for comments from both the employee and evaluator.
Distribution coordinator performance appraisalRioFerdinand345
This document provides information and resources for evaluating the job performance of a distribution coordinator. It includes a sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance improvement plan. Rating scales are provided to assess performance on factors such as administration, communication, teamwork, decision-making, and safety. The document also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. Resources on phrases for performance evaluations in areas like attitude, creativity, decision-making, and problem-solving are also referenced.
This document provides information and resources for conducting a performance evaluation of a content coordinator. It includes a sample performance evaluation form spanning 8 pages with sections for reviewing performance factors, employee strengths and areas for improvement, performance review phrases, and descriptions of common performance appraisal methods. The form provides rating scales to assess the employee on over 20 performance criteria. Additionally, the document lists the top 12 performance appraisal methods including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback. Resources for developing job descriptions, goals/objectives, and key performance indicators are also referenced.
This document provides a job performance evaluation form for evaluating the performance of a transition coordinator. It includes sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a plan of action. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also lists additional resources on performance appraisal phrases, forms, and methods that can be used when conducting the evaluation.
This document provides a job performance evaluation form for evaluating the performance of a passenger assistant. It includes sections for reviewing performance factors, identifying employee strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures to finalize the evaluation. Performance is rated on a scale from "Outstanding" to "Unsatisfactory" based on factors such as administration, knowledge, communication, teamwork, decision-making, customer service, and safety. The form also includes examples of positive and negative phrases to use in assessing various aspects of performance.
This document provides information and resources for evaluating the job performance of an employment coordinator. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance improvement plan. It also lists the form's signature section. Additionally, the document provides examples of performance review phrases for an employment coordinator's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Finally, it outlines the top 12 methods for an employment coordinator's performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for conducting a job performance evaluation of an assessment coordinator. It includes sample performance evaluation forms, rating scales, and descriptions of common performance appraisal methods that can be used, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Sample performance review phrases are also provided relating to attributes like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. The forms and resources are intended to help structure the performance evaluation process and assessment of an assessment coordinator's job performance.
This document provides information and resources for conducting a performance evaluation of a talent coordinator. It includes a sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance improvement plan. It also gives examples of positive and negative phrases to use in evaluating attitudes, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Finally, it outlines the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The overall document provides a comprehensive guide and tools for evaluating the job performance of a talent coordinator.
This document provides information and resources for conducting a performance evaluation of a residency coordinator. It includes a sample evaluation form with sections for performance planning and review, rating an employee's performance on key factors using scales, identifying strengths and areas for improvement, developing a plan of action, and obtaining signatures. The document also lists the top 12 methods for performance appraisal, briefly describing methods like management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Checklists and weighted checklists are also mentioned. Overall, the document aims to provide materials and guidance for effectively evaluating a residency coordinator's job performance.
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This document provides information and resources for evaluating the job performance of a health assistant. It includes a sample performance evaluation form with multiple pages covering: an introduction; performance planning and results section; rating definitions; a list of performance factors to evaluate; sections for employee strengths, areas for improvement, and development plans; and a job description review. It also lists the top 12 methods for performance appraisal that can be used, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Sample phrases for evaluating different performance dimensions like attitude, creativity, decision-making, and teamwork are also provided.
Health and safety administrator performance appraisalDirtKuyt012
This document contains a job performance evaluation form for a health and safety administrator. It includes sections to rate the administrator's performance on various factors like administration, communication, teamwork, decision making, and safety. It provides definitions for performance ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. The form also includes sections for noting the employee's strengths, areas for improvement, and a plan of action. The overall document provides a comprehensive template for evaluating a health and safety administrator's job performance.
This document provides materials for evaluating the job performance of a GIS coordinator, including:
- Links to online resources for performance appraisal phrases, forms, and methods.
- Sections for the performance evaluation form which includes rating a coordinator's performance on factors like administration, communication, decision-making, and includes spaces for comments on strengths, areas for improvement, and a signature.
- Examples of performance review phrases for a coordinator's attitude, creativity, and decision-making.
This document provides information and resources for evaluating the job performance of a group controller. It includes a sample performance evaluation form with sections for planning and results, rating performance factors, employee strengths and areas for improvement, an action plan, and signatures. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Sample phrases are given for evaluating different performance aspects like attitude, creativity, decision-making, interpersonal skills, problem solving, and teamwork. Links to additional free resources on performance appraisal are listed on the first page.
Grocery store clerk performance appraisalDirtKuyt012
This document provides information on performance evaluation methods for grocery store clerks, including descriptions and examples. It discusses 12 common methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides an overview and examples of how it can be used to evaluate a grocery store clerk's performance based on goals, behaviors, skills, and other factors. The document also includes sample evaluation criteria, rating scales, and phrases that can be used in a grocery store clerk's performance review.
This document contains a job performance evaluation form for grocery associates. It includes sections to rate associates on various performance factors like administration, communication, teamwork, and decision making. It provides definitions for performance ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. The form also includes sections for employee strengths, areas for improvement, signature lines for the employee, evaluator and reviewer. Additional pages provide sample phrases to use in performance reviews related to attitude, creativity, and decision making.
Front office medical assistant performance appraisalDirtKuyt012
This document provides information and resources for evaluating the job performance of a front office medical assistant, including:
1. Links to free ebooks and resources on performance appraisal forms, phrases, key performance indicators (KPIs), and tips for writing self-appraisals.
2. A sample job performance evaluation form covering areas like administration, knowledge, communication, teamwork, decision-making, customer service, and more. Performance is rated on a scale and includes spaces for comments.
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4. An overview of the top 12 methods for
Front office administrator performance appraisalDirtKuyt012
This document provides information and resources for evaluating the performance of a front office administrator, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- Sections on a sample performance evaluation form covering rating an employee's performance, strengths/areas for improvement, and signatures.
- Phrases for evaluating different aspects of an employee's performance like attitude, creativity, decision-making, interpersonal skills, and teamwork.
- An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides a job performance evaluation form for a food clerk position. It includes:
- Links to online resources for performance appraisal materials and forms.
- Sections for the evaluation form which rate the employee on performance factors like administration, communication, decision making, and provide spaces for comments on strengths, areas for improvement, and a performance review.
- Example phrases for evaluating different aspects of job performance like attitude, creativity, and decision making.
This document provides information and resources for evaluating the job performance of a floral clerk. It includes a floral clerk performance appraisal form with sections to rate performance factors like administration, knowledge, communication, and more. Definitions for performance ratings like "outstanding", "meets expectations" and "unsatisfactory" are provided. The document also lists the top 12 methods for floral clerk performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. Sample phrases for performance reviews on areas like attitude, creativity, decision making, and problem solving are given.
This document provides materials and templates for evaluating the job performance of a floor coordinator, including:
- Links to free eBooks and forms for performance appraisals on a website.
- A job performance evaluation form for a floor coordinator with sections to rate their performance on factors like administration, communication, teamwork, and provide an overall rating.
- Examples of performance review phrases for a floor coordinator related to their attitude, creativity/innovation, and decision making.
This document provides a job performance evaluation form for a fitness coordinator. It includes sections for reviewing performance factors, identifying employee strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures from the employee and evaluators. Guidelines are given for rating performance as outstanding, exceeding expectations, meeting expectations, below expectations, or unsatisfactory. Sample phrases are also provided to describe performance in areas like attitude, creativity, decision-making, and other skills relevant to the fitness coordinator role.
This document provides information and resources for conducting a performance evaluation of a fiscal assistant, including:
1. Links to free ebooks and forms for performance appraisals on a website.
2. A sample job performance evaluation form outlining the evaluation process, rating scale definitions, and categories to evaluate like administration, communication, decision making, etc.
3. Examples of positive and negative phrases to use in evaluations for areas like attitude, creativity, decision making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for performance appraisal for fiscal assistants, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
2. Job Performance Evaluation Form Page 2
I. Freight coordinator performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
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Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS(use job description as basis of this evaluation).
Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
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Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
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Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS:Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
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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. Freight coordinator performance phrases
1.Attitude Performance Review Examples – freight coordinator
Positive review
Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for freight coordinator
Positive review
Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
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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 – freight coordinator
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance ReviewPhrases – freight coordinator
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
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Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – freight coordinator
Positive review
Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
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6.Teamwork Skills Performance Appraisal Phrases – freight coordinator
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
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III.Top 12 methods for freight coordinator performance appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
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2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
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5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
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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.
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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.
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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…