This document provides information and resources for evaluating the job performance of a general clerk, including:
1. A 4-page job performance evaluation form for a general clerk, with sections to rate their performance on factors like administration, communication, teamwork, and more.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for writing self-appraisals.
3. The full 8-page general clerk performance evaluation form, with performance rating definitions and sections to document employee strengths, areas for improvement, and signatures.
4. Examples of positive and negative performance review phrases for evaluating a general clerk's attitude, creativity,
The document provides information on performance evaluation methods for associate managers. It discusses 12 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, as well as examples of advantages and disadvantages. The document aims to inform on different approaches that can be used to evaluate associate manager performance.
This document provides information and resources for evaluating the performance of a senior consultant. It includes a 4-page job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists phrases that can be used in a performance review for a senior consultant and describes the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The resources are intended to help structure a thorough performance review process for a senior consultant.
This document provides information and resources for evaluating the job performance of a general clerk, including:
1. A 4-page job performance evaluation form for a general clerk, with sections to rate their performance on factors like administration, communication, teamwork, and more.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for writing self-appraisals.
3. The full 8-page general clerk performance evaluation form, with performance rating definitions and sections to document employee strengths, areas for improvement, and signatures.
4. Examples of positive and negative performance review phrases for evaluating a general clerk's attitude, creativity,
The document provides information on performance evaluation methods for associate managers. It discusses 12 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, as well as examples of advantages and disadvantages. The document aims to inform on different approaches that can be used to evaluate associate manager performance.
This document provides information and resources for evaluating the performance of a senior consultant. It includes a 4-page job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists phrases that can be used in a performance review for a senior consultant and describes the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The resources are intended to help structure a thorough performance review process for a senior consultant.
This document provides information and resources for evaluating the performance of a quality controller. It includes a 4-page job performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists phrases that can be used in a performance review for areas like attitude, creativity, decision-making, and teamwork. Finally, it outlines the top 12 methods that can be used for a quality controller's performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The overall document serves as a guide for formally assessing a quality controller's work performance.
This document contains information about performance evaluation forms and methods for evaluating a dispatch coordinator's job performance. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases for performance reviews on topics like attitude, decision-making, problem-solving, and teamwork are also provided.
This document contains information about performance evaluation forms and methods for courtesy officers. It includes a sample performance evaluation form with sections for identifying employee information, rating performance factors, employee strengths and areas for improvement, and signatures. It also lists phrases that can be used in performance reviews for areas such as attitude, creativity, decision-making, and problem-solving. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document provides tools and guidance for conducting courtesy officer performance evaluations.
This document 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 provides resources and templates for performing a job performance evaluation of a stroke coordinator. It includes a form for the evaluation with sections to rate the coordinator's performance on key factors like administration, communication, decision-making, and safety. It also includes examples of positive and negative phrases that can be used in the evaluation to provide feedback on the coordinator's attitude, creativity, and decision-making abilities. The evaluation is meant to assess the coordinator's performance over a specific period and identify any areas for improvement going forward.
Training supervisor perfomance appraisal 2tonychoper1804
This document provides information and resources for training supervisor performance evaluations, including:
- A 4-page sample performance evaluation form with rating scales for evaluating various performance factors.
- Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for writing self-appraisals.
- Sections describing the top 12 methods for performance appraisal, including examples of phrases for evaluating skills like problem-solving, teamwork, and decision-making.
The document is intended as a comprehensive guide for supervisors to conduct effective, objective performance evaluations of training supervisors.
This document contains materials for evaluating the job performance of an assurance associate, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, teamwork, and decision making.
2) A list of 6 performance appraisal resources from a website.
3) 3 sections of performance review phrases for an assurance associate, focusing on attitudes, creativity/innovation, and decision making.
This document contains materials for evaluating the performance of an integration manager, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
2) Several phrases that could be used in a performance review for an integration manager, focusing on attributes like attitude, creativity, problem-solving, and teamwork.
3) An overview of the top 12 methods for conducting a performance appraisal for an integration manager, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Facilities director perfomance appraisal 2tonychoper2504
This document contains materials for evaluating the job performance of a facilities director, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and safety.
2) Links to online resources for performance appraisals, including sample forms, phrases, and guides for setting up performance management systems.
3) 8 additional pages with sample performance review phrases for evaluating a facilities director's attitude, creativity, decision-making, and other skills. The document provides materials to structure an annual job performance review.
Clinical research coordinator performance appraisaltristanbennett83
Clinical research coordinator job description,Clinical research coordinator goals & objectives,Clinical research coordinator KPIs & KRAs,Clinical research coordinator self appraisal
This document contains materials for conducting a job performance evaluation of an enforcement officer, including:
1) A 4-page evaluation form assessing an enforcement officer's performance based on factors like administration, communication, teamwork, decision-making, and including spaces for strengths, areas for improvement, and signatures.
2) A list of 6 online resources for additional performance appraisal materials like phrases, forms, ebooks, and samples.
3) 8 pages of example phrases for assessing different aspects of job performance in a enforcement officer evaluation, such as attitude, creativity, decision-making, and other skills.
This document contains information related to performance evaluation forms and methods for commissioning managers. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various factors like attitude, decision-making, 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 useful resources and templates for evaluating commissioning manager performance.
This document provides information on the Caterpillar 613C-II wheeled tractor scraper. It summarizes the key specifications and capabilities of the vehicle including its gross power, rated load, transportability features for rapid deployment by air or ground, and ability to complete horizontal construction projects through cut and fill operations. It also outlines the integrated logistical support provided by Caterpillar including their global warranty, manuals, training, and extensive parts distribution network to support military operations worldwide.
This document provides information and resources for evaluating the performance of a quality controller. It includes a 4-page job performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists phrases that can be used in a performance review for areas like attitude, creativity, decision-making, and teamwork. Finally, it outlines the top 12 methods that can be used for a quality controller's performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The overall document serves as a guide for formally assessing a quality controller's work performance.
This document contains information about performance evaluation forms and methods for evaluating a dispatch coordinator's job performance. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases for performance reviews on topics like attitude, decision-making, problem-solving, and teamwork are also provided.
This document contains information about performance evaluation forms and methods for courtesy officers. It includes a sample performance evaluation form with sections for identifying employee information, rating performance factors, employee strengths and areas for improvement, and signatures. It also lists phrases that can be used in performance reviews for areas such as attitude, creativity, decision-making, and problem-solving. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document provides tools and guidance for conducting courtesy officer performance evaluations.
This document 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 provides resources and templates for performing a job performance evaluation of a stroke coordinator. It includes a form for the evaluation with sections to rate the coordinator's performance on key factors like administration, communication, decision-making, and safety. It also includes examples of positive and negative phrases that can be used in the evaluation to provide feedback on the coordinator's attitude, creativity, and decision-making abilities. The evaluation is meant to assess the coordinator's performance over a specific period and identify any areas for improvement going forward.
Training supervisor perfomance appraisal 2tonychoper1804
This document provides information and resources for training supervisor performance evaluations, including:
- A 4-page sample performance evaluation form with rating scales for evaluating various performance factors.
- Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for writing self-appraisals.
- Sections describing the top 12 methods for performance appraisal, including examples of phrases for evaluating skills like problem-solving, teamwork, and decision-making.
The document is intended as a comprehensive guide for supervisors to conduct effective, objective performance evaluations of training supervisors.
This document contains materials for evaluating the job performance of an assurance associate, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, teamwork, and decision making.
2) A list of 6 performance appraisal resources from a website.
3) 3 sections of performance review phrases for an assurance associate, focusing on attitudes, creativity/innovation, and decision making.
This document contains materials for evaluating the performance of an integration manager, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
2) Several phrases that could be used in a performance review for an integration manager, focusing on attributes like attitude, creativity, problem-solving, and teamwork.
3) An overview of the top 12 methods for conducting a performance appraisal for an integration manager, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Facilities director perfomance appraisal 2tonychoper2504
This document contains materials for evaluating the job performance of a facilities director, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and safety.
2) Links to online resources for performance appraisals, including sample forms, phrases, and guides for setting up performance management systems.
3) 8 additional pages with sample performance review phrases for evaluating a facilities director's attitude, creativity, decision-making, and other skills. The document provides materials to structure an annual job performance review.
Clinical research coordinator performance appraisaltristanbennett83
Clinical research coordinator job description,Clinical research coordinator goals & objectives,Clinical research coordinator KPIs & KRAs,Clinical research coordinator self appraisal
This document contains materials for conducting a job performance evaluation of an enforcement officer, including:
1) A 4-page evaluation form assessing an enforcement officer's performance based on factors like administration, communication, teamwork, decision-making, and including spaces for strengths, areas for improvement, and signatures.
2) A list of 6 online resources for additional performance appraisal materials like phrases, forms, ebooks, and samples.
3) 8 pages of example phrases for assessing different aspects of job performance in a enforcement officer evaluation, such as attitude, creativity, decision-making, and other skills.
This document contains information related to performance evaluation forms and methods for commissioning managers. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various factors like attitude, decision-making, 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 useful resources and templates for evaluating commissioning manager performance.
This document provides information on the Caterpillar 613C-II wheeled tractor scraper. It summarizes the key specifications and capabilities of the vehicle including its gross power, rated load, transportability features for rapid deployment by air or ground, and ability to complete horizontal construction projects through cut and fill operations. It also outlines the integrated logistical support provided by Caterpillar including their global warranty, manuals, training, and extensive parts distribution network to support military operations worldwide.
SkyDrive es un servicio de almacenamiento en línea gratuito de Microsoft que permite a los usuarios guardar archivos en la nube y acceder a ellos desde cualquier dispositivo. SkyDrive ofrece hasta 25 GB de almacenamiento gratis y es compatible con Microsoft Office y aplicaciones móviles. Los usuarios pueden iniciar sesión en SkyDrive desde programas de Office, arrastrar y soltar archivos a su carpeta de SkyDrive, y compartir archivos públicamente o con contactos.
Este documento proporciona información sobre las prácticas de seguridad requeridas para la operación de grúas telescópicas. Detalla los requisitos para el equipo de seguridad de la grúa, el equipo de protección personal para los operadores, y los procedimientos para la preparación del sitio, operación, seguridad de la carga y transporte de la grúa.
Este documento introduce los animales vertebrados, incluyendo mamíferos, aves, peces, anfibios y reptiles. Explica que todos los vertebrados tienen esqueleto interno y se clasifican en estos grupos. Incluye imágenes e información sobre las características de cada grupo, así como actividades para aprender más sobre los diferentes tipos de animales vertebrados.
Este documento presenta una serie de definiciones clave relacionadas con la investigación. Explica qué es la investigación, cuando y por qué se realiza, el método científico y el método empírico. También define la investigación educativa, los diferentes métodos de investigación cualitativa y cuantitativa, la praxis, el conocimiento, la sociedad y proporciona referencias bibliográficas.
The document discusses how telecom companies can leverage their strengths in IMS and RCS to compete with OTT services. It outlines how OTTs have commoditized voice, SMS, and value-added services through free offerings. However, telecom networks have valuable assets like customer data, policy control environments, and APIs that can be exploited. The document argues that IMS and RCS provide opportunities for new business models, especially when integrated with IT systems and used to deliver rich communication and media sharing services across devices. Successfully building ecosystems around RCS and IMS APIs and integrating with social networks could allow telecoms to compete with OTT architectures.
How to do Predictive Analytics with Limited DataDatameer
http://www.datameer.com It is frustrating: even with petabytes of data on a Hadoop cluster, one still encounters situations where there’s a lack of key data for a wide variety of big data analytic use cases. You might have billions of clicks on your web site, but only a few users choose to rate a product. There might be millions of text documents on your cluster, but it is too expensive to have someone categorize more than a tiny fraction of them. In principle, this is where predictive modeling could help. For instance, one could learn a model to predict user ratings so you can better serve product recommendations based on those expected ratings. Or, one could create a model to automatically categorize text documents, saving countless hours and dollars. The main problem is that there is only a limited amount of training material (i.e. user ratings, categorized documents) and it is thus hard to generate good models.
As it turns out, recent research on machine learning techniques has found a way to deal effectively with such situations with a technique called semi-supervised learning. These techniques are often able to leverage the vast amount of related, but unlabeled data to generate accurate models. In this talk, we will give an overview of the most common techniques including co-training regularization. We first explain the principles and underlying assumptions of semi-supervised learning and then show how to implement such methods with Hadoop.
Las mariposas monarcas pertenecen a la familia Danaide y su nombre científico es Danaus plexippus Linneo. Se distinguen por su larga vida de hasta 9 meses, mientras que otras mariposas viven solo 24 días. Realizan una migración anual a México para pasar el invierno en los bosques templados, utilizando varias rutas migratorias desde Estados Unidos y Canadá.
Curso maquinarias-utilizadas-sector-construccionSilvio roman
Este documento proporciona información sobre maquinaria pesada y equipos utilizados en el sector de la construcción. Explica las normas y parámetros aplicables para la clasificación de maquinaria y equipos, así como definiciones según la normativa. También incluye secciones sobre clasificación de maquinaria pesada, equipos y vehículos de carga según su tipo de trabajo, capacidad, área de trabajo y otras características.
Encapsulation of natural polyphenolic compoundsVaibhav Maurya
This document discusses encapsulation of natural polyphenolic compounds. It describes various encapsulation methods including spray drying, supercritical fluid techniques, physicochemical methods, and chemical methods. Spray drying is highlighted as the most widely used method for encapsulating polyphenols due to its low cost, flexibility, and ability to produce stable particles. Specific polyphenols that have been encapsulated using different techniques like spray drying, supercritical fluid processes, and complex coacervation are also outlined.
Curso motor-c27-acert-tractor-cadenas-d10t-caterpillarSilvio roman
Este documento proporciona una lista detallada de los componentes y sistemas de un tractor Caterpillar D10T, incluyendo el motor, el sistema de combustible, el sistema de lubricación, los sensores, el sistema de enfriamiento y el sistema de aire acondicionado RATAAC. Se enumeran más de 100 partes individuales con su ubicación.
This document summarizes Andrew Campbell's presentation on educational technology. It discusses both benefits and concerns around edtech, including how it is big business, raises privacy issues, and can worsen the digital divide. It also notes that while technology changes teaching, teachers are not replaceable and their role remains important as guides and facilitators. Early adopters see potential in edtech but the early majority needs reliable infrastructure and support to feel comfortable adopting new technologies.
La región del Chocó en Colombia se caracteriza por su abundante selva tropical y alta pluviometría, con más de 10 metros de lluvia al año. La región está bañada por muchos ríos como el largo y caudaloso Río Atrato. Algunas de las poblaciones principales de la región incluyen Acandí, Capurganá, Sapzurro y Playa Mecana, un área habitada por la etnia Emberá, accesible por sendero ecológico desde Bahía Solano.
Este documento presenta los conceptos fundamentales de la dinámica rotacional, incluyendo la definición de torque como una medida del efecto rotacional de una fuerza, la segunda ley de Newton para la rotación, y la introducción del momento de inercia como una propiedad que cuantifica la resistencia de un objeto a cambiar su estado de rotación. También analiza cómo estos conceptos se aplican a partículas individuales, sistemas de partículas, y cuerpos rígidos.
Este documento ofrece consejos sobre cómo financiar un negocio. Explica que la inversión inicial debe provenir principalmente de ahorros personales y que se debe evitar los prestamistas usureros. Recomienda explorar alternativas creativas de financiamiento como familiares y amigos, y preparar un presupuesto detallado para identificar con precisión las necesidades de capital. Además, enfatiza la importancia de cultivar la confianza y comunicarse abiertamente con los financistas.
El documento habla sobre las técnicas de fecundación artificial que producen un gran número de embriones. Citando una fuente, menciona que los embriones merecen respeto como personas y no deben ser tratados como objetos. También señala que a través de estas técnicas se crean y congelan miles de embriones que luego son manipulados.
Group members organized a charity drive event to raise funds by selling steamed food products. Their main products were fish balls, siu mai, sausages, sweetcorn, and drinks. These were chosen because they are healthy steamed snacks and popular with students. The group set up their booth at the university for 4 days. Through sales and sponsorships, they raised a total profit of RM2567.38 for their chosen charity, the Taiwan Buddhist Tzu Chi Foundation. Their two main competitors also sold food, but the group focused on quality, variety, and low prices to attract customers. They packaged the food attractively and priced it affordably. Through these efforts, they met their fundraising goal.
This document provides information and resources for evaluating the performance of a general secretary, including:
1. A 4-page job performance evaluation form with ratings for various performance factors and sections for comments.
2. Several links to free ebooks and resources on performance appraisal phrases, forms, and best practices.
3. A discussion of the top 12 methods for performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback. Sample rating scales, advantages and disadvantages are discussed for several methods.
This document contains materials for evaluating the performance of a senior supervisor, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
2) Examples of positive and negative phrases for evaluating attributes like attitude, creativity, and problem-solving skills.
3) An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the job performance of a dispatch supervisor, including:
1. A 4-page job performance evaluation form for a dispatch supervisor, with rating scales for various performance factors and sections for comments, goals, and signatures.
2. Several links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators (KPIs) for developing and conducting performance evaluations.
3. The third page begins sample performance evaluation phrases for a dispatch supervisor, addressing attributes like attitude, creativity, decision-making, interpersonal skills, and problem-solving.
4. The fourth page lists the top 12 methods for performance appraisal, summarizing
This document provides information and resources for evaluating the performance of an operation supervisor, including:
1. A 4-page job performance evaluation form with rating scales for evaluating an operation supervisor's performance in areas like administration, communication, decision-making, and safety.
2. Phrases for writing positive and negative performance reviews in areas such as attitude, creativity, and problem-solving.
3. An overview of the top 12 methods for evaluating an operation supervisor's performance, such as management by objectives, critical incident method, and 360-degree feedback.
This document provides information and resources for evaluating the performance of a quality supervisor, including:
1. A 4-page job performance evaluation form for a quality supervisor, with rating scales for various performance factors and sections for comments, objectives, and signatures.
2. A list of 6 online resources for useful performance appraisal materials like phrases, forms, and ebooks on topics like KPIs, self-appraisals, and setting up performance management systems.
3. An overview of the top 12 methods for performance appraisal, including Management by Objectives, Critical Incident, Behaviorally Anchored Rating Scales, and 360 Degree Feedback. Advantages and disadvantages of some methods are also discussed.
This document provides information and resources for evaluating the performance of a testing coordinator. It includes a 4-page sample performance evaluation form with ratings for various job skills and responsibilities. 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 performance reviews and descriptions of key evaluation methods. The document aims to support organizations in formally assessing and providing feedback to their testing coordinators.
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 contains materials for evaluating the job performance of a midday supervisor, including:
1) A four-page performance evaluation form covering rating scales and categories like administration, communication, decision-making, and customer service.
2) Additional phrases for evaluating attitudes, creativity/innovation, and decision-making.
3) Links to online resources on performance appraisal best practices and materials.
The evaluation form and phrases are intended to help managers objectively assess and document a midday supervisor's job performance.
Similar to General supervisor performance appraisal (20)
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
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2. Job Performance Evaluation Form Page 2
Useful performance appraisal materials for general supervisor:
performanceappraisal360.com/free-ebook-2456-phrases-for-performance-
appraisals
performanceappraisal360.com/free-65-performance-appraisal-forms
performanceappraisal360.com/free-ebook-top-12-methods-for-performance-
appraisal
performanceappraisal360.com/free-ebook-top-15-secrets-to-set-up-
performance-management-system
performanceappraisal360.com/free-ebook-2436-KPI-samples/
performanceappraisal360.com/free-ebook-top -9-tips-to-writing-a-winning-
self-appraisal
General supervisor job description
General supervisor goals & objectives
General supervisor KPIs & KRAs
General supervisor self appraisal
3. Job Performance Evaluation Form Page 3
I. General 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.
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C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
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E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that theemployee was
given theopportunity to discuss theofficial review with thesupervisor.)
Evaluated by Date
Reviewed by Date
8. Job Performance Evaluation Form Page 8
II. General supervisor performance phrases
1.Attitude Performance Review Examples – general 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 general 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.
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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 – general 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 – general 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.
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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 – general 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.
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6.Teamwork Skills Performance Appraisal Phrases – general 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.
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III.Top 12 methods for general 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.
-----------------------------
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2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
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-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
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• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
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Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
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-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
18. Job Performance Evaluation Form Page 18
Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…