This document contains information about performance evaluation forms and methods for evaluating geotechnical engineers. It includes a sample performance evaluation form spanning 4 pages that can be used to rate engineers on factors like administration, knowledge, communication, and safety. It also lists the top 12 performance appraisal methods for geotechnical engineers such as management by objectives, critical incident method, and 360 degree feedback. Key details about each method are provided such as their features, advantages, and how they are used to evaluate employee performance.
Gemmology is a vast subject to learn about all the Gemstones, their properties, occurrences, geographical location, geometrical structure or formations, various colour shades, transparency to opaque, sheen & luster, cuts & shapes, carat & cost, testing through various instruments & devices for their Real, synthetics or simulants.
1) The document discusses groundwater flow to wells and pumping tests. It covers basic well hydraulics, assumptions of groundwater flow, and equations for confined, unconfined, and leaky aquifers.
2) The Theis and Jacob methods are presented for analyzing pumping test data from confined aquifers, while the Hantush and Walton methods are used for leaky aquifers.
3) Pumping tests are important to determine an aquifer's hydraulic properties and long-term well yield.
Construction of Buildings in seismic areasTarun kumar
This document discusses construction of buildings in seismic areas and provides guidelines for earthquake-resistant construction. It defines seismic belts as areas where earthquakes occur frequently and shield areas where they occur rarely or mildly. It recommends that buildings be founded on hard bedrock and avoid irregular shapes, loose soils, or cuttings. Reinforced concrete should be used with raft foundations and all parts of the building well-tied together to act as a single unit during vibrations. The document also discusses the Richter scale for measuring earthquake magnitudes and the increased damage radii from magnitude 5 to 8 earthquakes.
This document discusses groundwater, including:
- Groundwater is water found beneath the Earth's surface, filling spaces in rock and sediment. It is a major source of water supply.
- Groundwater originates from precipitation that infiltrates underground. It moves through the hydrologic cycle and is stored in aquifers.
- Aquifers are permeable rock formations that can supply significant water to wells and springs. Properties like porosity and permeability determine how much water rock can hold and transmit.
This document summarizes the different types of rock folds, including their key parts and classifications. There are 11 types of folds described: anticline, syncline, symmetrical, asymmetrical, monocline, plunging, isocline, overturned, recumbent, zigzag, and dome folds. Folds occur when horizontal rock layers bend upward or downward due to compressive forces. They are classified as either anticlines, which bend upward, or synclines, which bend downward. Key parts of folds include the axis, axial plane, limbs, hinge line, and hinge zone.
Rocks can deform when stresses exceed their strength. The three main types of deformation are elastic, ductile and brittle. Stress leads to strain, with tension causing stretching, compression causing thickening, and shear causing blocks to move past each other. How rocks deform depends on factors like temperature, pressure, strain rate and mineral composition. Deformation results in structures like faults, folds, joints and breccias providing evidence of past stresses. Mountains form through processes like folding, faulting and uplift associated with plate tectonics.
The document summarizes key information about the Cuddapah Supergroup, a large Proterozoic sedimentary basin in India. It describes the stratigraphy, tectonic setting, structure, sedimentation, and stratigraphic relationships of the basin. The Cuddapah Supergroup consists of a 12 km thick succession of sedimentary and volcanic rocks deposited in the basin. Younger groups in the west are less deformed compared to the tightly folded Nallamalai Group in the east. Widespread magmatism occurred during deposition, including basalt flows, sills, and felsic volcanism dated between 1862-1583 million years ago.
This document provides an overview of engineering geology and its scope. It discusses how geology relates to civil engineering projects in areas like construction, water resource development, and town planning. Key points covered include:
- Engineering geology deals with applying geology principles to safe and economic design of civil engineering projects.
- Geological maps, hydrological maps, and topographical maps are important for planning projects.
- Geological characteristics like bedrock, mechanical properties, and seismic activity influence project design.
- Geological knowledge aids in quality control of construction materials and sensitive construction areas.
- Geology is relevant for water resource exploration, development, and the water cycle understanding.
- Land utilization and regional planning requires considering natural geological features and
Gemmology is a vast subject to learn about all the Gemstones, their properties, occurrences, geographical location, geometrical structure or formations, various colour shades, transparency to opaque, sheen & luster, cuts & shapes, carat & cost, testing through various instruments & devices for their Real, synthetics or simulants.
1) The document discusses groundwater flow to wells and pumping tests. It covers basic well hydraulics, assumptions of groundwater flow, and equations for confined, unconfined, and leaky aquifers.
2) The Theis and Jacob methods are presented for analyzing pumping test data from confined aquifers, while the Hantush and Walton methods are used for leaky aquifers.
3) Pumping tests are important to determine an aquifer's hydraulic properties and long-term well yield.
Construction of Buildings in seismic areasTarun kumar
This document discusses construction of buildings in seismic areas and provides guidelines for earthquake-resistant construction. It defines seismic belts as areas where earthquakes occur frequently and shield areas where they occur rarely or mildly. It recommends that buildings be founded on hard bedrock and avoid irregular shapes, loose soils, or cuttings. Reinforced concrete should be used with raft foundations and all parts of the building well-tied together to act as a single unit during vibrations. The document also discusses the Richter scale for measuring earthquake magnitudes and the increased damage radii from magnitude 5 to 8 earthquakes.
This document discusses groundwater, including:
- Groundwater is water found beneath the Earth's surface, filling spaces in rock and sediment. It is a major source of water supply.
- Groundwater originates from precipitation that infiltrates underground. It moves through the hydrologic cycle and is stored in aquifers.
- Aquifers are permeable rock formations that can supply significant water to wells and springs. Properties like porosity and permeability determine how much water rock can hold and transmit.
This document summarizes the different types of rock folds, including their key parts and classifications. There are 11 types of folds described: anticline, syncline, symmetrical, asymmetrical, monocline, plunging, isocline, overturned, recumbent, zigzag, and dome folds. Folds occur when horizontal rock layers bend upward or downward due to compressive forces. They are classified as either anticlines, which bend upward, or synclines, which bend downward. Key parts of folds include the axis, axial plane, limbs, hinge line, and hinge zone.
Rocks can deform when stresses exceed their strength. The three main types of deformation are elastic, ductile and brittle. Stress leads to strain, with tension causing stretching, compression causing thickening, and shear causing blocks to move past each other. How rocks deform depends on factors like temperature, pressure, strain rate and mineral composition. Deformation results in structures like faults, folds, joints and breccias providing evidence of past stresses. Mountains form through processes like folding, faulting and uplift associated with plate tectonics.
The document summarizes key information about the Cuddapah Supergroup, a large Proterozoic sedimentary basin in India. It describes the stratigraphy, tectonic setting, structure, sedimentation, and stratigraphic relationships of the basin. The Cuddapah Supergroup consists of a 12 km thick succession of sedimentary and volcanic rocks deposited in the basin. Younger groups in the west are less deformed compared to the tightly folded Nallamalai Group in the east. Widespread magmatism occurred during deposition, including basalt flows, sills, and felsic volcanism dated between 1862-1583 million years ago.
This document provides an overview of engineering geology and its scope. It discusses how geology relates to civil engineering projects in areas like construction, water resource development, and town planning. Key points covered include:
- Engineering geology deals with applying geology principles to safe and economic design of civil engineering projects.
- Geological maps, hydrological maps, and topographical maps are important for planning projects.
- Geological characteristics like bedrock, mechanical properties, and seismic activity influence project design.
- Geological knowledge aids in quality control of construction materials and sensitive construction areas.
- Geology is relevant for water resource exploration, development, and the water cycle understanding.
- Land utilization and regional planning requires considering natural geological features and
The document discusses considerations for selecting dam and reservoir sites from a geological perspective. It defines different dam types including gravity, buttress, arch, and earth dams. Key factors for dam site selection include the underlying rock and soil composition and structure, with impermeable and stable foundations being important. Dams should avoid faults, fractures, and areas prone to erosion or earthquakes. The reservoir site selection process also aims to minimize land usage and sediment intake while ensuring adequate storage capacity.
This document outlines a syllabus for a mineralogy course that covers topics such as the physical and chemical properties of minerals, crystallography, optical mineralogy, and mineral groups. Students will be assessed through problem-based learning activities, group assignments, presentations, exams, and a final exam. The study of minerals is fundamental to earth sciences and their applications in other fields such as chemistry, engineering, gemology, and more.
This document provides an overview of groundwater flow concepts including:
- Derivation of the Laplace equation and equations for steady and unsteady confined and unconfined groundwater flow from Darcy's law and the continuity equation.
- Definitions of specific yield, specific storage, and storativity and their relationships.
- Expressions for one-dimensional, two-dimensional, and seepage flow.
- Analytical solutions for steady one-dimensional flow in confined and unconfined aquifers with constant and variable thickness.
This document provides information on an Engineering Geology course, including the course title, code, credit hours, instructors, and outline. The course aims to increase students' knowledge of engineering applications of geology. Key learning outcomes include understanding the impacts of geological processes and features on engineering foundations and preparing engineering geological maps for civil engineering projects. The course outline covers topics such as soils, subsurface water, hazardous earth processes, dams, tunnels, and shallow foundations. Assessment includes quizzes, assignments, tests, and a final exam.
Quartz is found in almost every geological environment. It is a common constituent in most of the rock types and soil groups. Granite, sandstone, limestone, and most of the igneous, sedimentary, and metamorphic rocks contain quartz. Quartz contains mainly oxygen and silicon. These two constituents make upto 75 % of the earth’s crust. An alternate name for the Quartz Group is the Silica Group.
This document defines and describes different types of lineations found in deformed rocks, which are linear structures that occur repetitively. It discusses three main types of lineations: form lineations related to geological structures like folds, boudins, and slickenlines; surface lineations defined by intersections or slip; and mineral lineations caused by the preferred orientation of mineral grains or aggregates. Specific examples of each lineation type are provided, and the usefulness of lineations in structural analysis to determine strain and slip directions is explained.
Anastomosing fluvial systems have multiple shallow channels that branch and rejoin with a sinuosity over 2.0. They are dominated by mud deposits and characteristic of large perennial rivers with very low gradients. Channel deposits show thin beds of cross-bedded sandstone within thick overbank successions of laminated mud and peat. Unlike meandering rivers, anastomosing rivers have channels that become vertically stacked due to high subsidence rates rather than migrating laterally.
This document discusses various geological processes and landforms resulting from physical geology. It covers the geological work of rivers including erosion, transportation, deposition and various fluvial landforms. It also discusses the geological work of other agents like wind, groundwater and oceans. Rivers can erode, transport and deposit sediment, forming features like drainage patterns, valleys, waterfalls and terraces over long periods of time. Wind erosion can form dunes and loess deposits, while groundwater can dissolve rock to form sinkholes, caves and valleys. Oceans also erode, transport and deposit material along coastlines.
The Stratigraphic Code establishes rules for naming and defining stratigraphic units. There are two versions of the code from the North American and International commissions. Stratigraphic units are categorized based on physical characteristics and time, and include lithostratigraphic, biostratigraphic, magnetostratigraphic, and others. Proper naming of a new unit requires publication and establishing type sections and boundaries.
Sequence stratigraphy involves subdividing stratigraphic records based on bounding discontinuities. A depositional sequence is defined as a succession of genetically related strata bounded by unconformities and correlative conformities. During a sequence, systems tracts are deposited in response to changes in relative sea level, including highstand, falling stage, lowstand, and transgressive tracts bounded by surfaces like sequence boundaries, transgressive surfaces, and flooding surfaces.
This document discusses faults and faulting in geology. It defines a fault as a fracture along which blocks of rock have moved relative to each other. Faults are classified based on the apparent movement of blocks, direction of slip, fault orientation, and mode of occurrence. The three main types of faults are normal faults, where the hanging wall moves down; reverse faults, where the hanging wall moves up; and strike-slip faults, where blocks move horizontally parallel to the fault plane. Thrust faults are a type of reverse fault that dips at less than 45 degrees. Engineering considerations for structures built near faults include understanding the seismic history and zoning of the area.
This document discusses stream gauging techniques used to measure stream discharge. It begins by explaining that stream flow represents the runoff phase of the hydrologic cycle and is the most important data for hydrologic studies. It then describes various methods for measuring stream stage including staff gauges, suspended wire gauges, automatic stage recorders, and bubble gauges. Common techniques for directly measuring stream discharge are also summarized, such as area-velocity methods using current meters and floats, as well as moving boat methods. Site selection criteria and types of stage data collected are also briefly outlined.
This document discusses different sedimentary environments including terrestrial, marginal marine, and marine settings. Terrestrial environments include fluvial systems like braided rivers and meandering streams, alluvial fans, glacial deposits, lacustrine environments, and aeolian deposits in deserts. Marginal marine environments are located along the continental boundary and include beaches, barrier islands, lagoons, estuaries, and tidal flats. Marine environments discussed are coral reefs, continental shelf, continental slope, continental rise, and abyssal plain. Different sedimentary structures form in each environment providing clues to depositional conditions.
Types of dams, geological considerations in site selection, Competency of Rocks to offer stable dam foundation, effect of geological structures on dam, selection of dam site, Reservoir, purpose of reservoir, influence of water table, geological structures, life of reservoir, geophysical studies
1) A fault is a fracture in the Earth's crust where rocks on either side are displaced relative to each other due to compressional or tensional forces.
2) Key terms related to faults include the fault plane, fault trace, hanging wall, footwall, strike, dip, slip, separation, heave, and throw.
3) Faults can be classified based on their apparent movement (normal, reverse, strike-slip), their orientation relative to bedding (strike, dip, oblique), and their pattern of occurrence (parallel, en echelon, peripheral, radial).
The document provides information on various topics in engineering geology including:
1. Definitions of engineering geology, geology, and their importance in civil engineering projects like understanding construction materials, groundwater, and foundations.
2. Branches of geology like physical geology, petrology, structural geology, and their focus on natural earth processes, rock origins and structures.
3. Key geological concepts like weathering, rock excavation methods, faults, folds, strike and dip, and seismic waves from earthquakes.
4. The importance of understanding local geology for planning major engineering works.
This document discusses techniques for measuring grain size in sediments and the importance of grain size data. It describes several common techniques like sieve analysis, settling tube analysis, and laser diffractometry. Finer-grained sediments allow for better measurement of statistical parameters like median, mode, and standard deviation which can provide insights into depositional environments and sediment transport. Grain size is a fundamental property that influences porosity and permeability in sedimentary rocks.
El documento trata sobre la formación y orígenes de los suelos. Explica que los suelos se forman a partir de la desintegración y descomposición de las rocas por la acción de agentes como el agua, el aire, el hielo y los organismos vivos. También cubre los diferentes tipos de suelos como residuales, transportados y orgánicos; y las propiedades e importancia de estudiar los suelos en ingeniería civil.
This document contains materials for evaluating the job performance of a structural engineer, including:
1. A 4-page job performance evaluation form with rating scales for evaluating an engineer on factors like administration, knowledge, communication, and more.
2. Examples of performance review phrases for attributes like attitude, creativity, decision-making, and interpersonal skills.
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.
The document discusses considerations for selecting dam and reservoir sites from a geological perspective. It defines different dam types including gravity, buttress, arch, and earth dams. Key factors for dam site selection include the underlying rock and soil composition and structure, with impermeable and stable foundations being important. Dams should avoid faults, fractures, and areas prone to erosion or earthquakes. The reservoir site selection process also aims to minimize land usage and sediment intake while ensuring adequate storage capacity.
This document outlines a syllabus for a mineralogy course that covers topics such as the physical and chemical properties of minerals, crystallography, optical mineralogy, and mineral groups. Students will be assessed through problem-based learning activities, group assignments, presentations, exams, and a final exam. The study of minerals is fundamental to earth sciences and their applications in other fields such as chemistry, engineering, gemology, and more.
This document provides an overview of groundwater flow concepts including:
- Derivation of the Laplace equation and equations for steady and unsteady confined and unconfined groundwater flow from Darcy's law and the continuity equation.
- Definitions of specific yield, specific storage, and storativity and their relationships.
- Expressions for one-dimensional, two-dimensional, and seepage flow.
- Analytical solutions for steady one-dimensional flow in confined and unconfined aquifers with constant and variable thickness.
This document provides information on an Engineering Geology course, including the course title, code, credit hours, instructors, and outline. The course aims to increase students' knowledge of engineering applications of geology. Key learning outcomes include understanding the impacts of geological processes and features on engineering foundations and preparing engineering geological maps for civil engineering projects. The course outline covers topics such as soils, subsurface water, hazardous earth processes, dams, tunnels, and shallow foundations. Assessment includes quizzes, assignments, tests, and a final exam.
Quartz is found in almost every geological environment. It is a common constituent in most of the rock types and soil groups. Granite, sandstone, limestone, and most of the igneous, sedimentary, and metamorphic rocks contain quartz. Quartz contains mainly oxygen and silicon. These two constituents make upto 75 % of the earth’s crust. An alternate name for the Quartz Group is the Silica Group.
This document defines and describes different types of lineations found in deformed rocks, which are linear structures that occur repetitively. It discusses three main types of lineations: form lineations related to geological structures like folds, boudins, and slickenlines; surface lineations defined by intersections or slip; and mineral lineations caused by the preferred orientation of mineral grains or aggregates. Specific examples of each lineation type are provided, and the usefulness of lineations in structural analysis to determine strain and slip directions is explained.
Anastomosing fluvial systems have multiple shallow channels that branch and rejoin with a sinuosity over 2.0. They are dominated by mud deposits and characteristic of large perennial rivers with very low gradients. Channel deposits show thin beds of cross-bedded sandstone within thick overbank successions of laminated mud and peat. Unlike meandering rivers, anastomosing rivers have channels that become vertically stacked due to high subsidence rates rather than migrating laterally.
This document discusses various geological processes and landforms resulting from physical geology. It covers the geological work of rivers including erosion, transportation, deposition and various fluvial landforms. It also discusses the geological work of other agents like wind, groundwater and oceans. Rivers can erode, transport and deposit sediment, forming features like drainage patterns, valleys, waterfalls and terraces over long periods of time. Wind erosion can form dunes and loess deposits, while groundwater can dissolve rock to form sinkholes, caves and valleys. Oceans also erode, transport and deposit material along coastlines.
The Stratigraphic Code establishes rules for naming and defining stratigraphic units. There are two versions of the code from the North American and International commissions. Stratigraphic units are categorized based on physical characteristics and time, and include lithostratigraphic, biostratigraphic, magnetostratigraphic, and others. Proper naming of a new unit requires publication and establishing type sections and boundaries.
Sequence stratigraphy involves subdividing stratigraphic records based on bounding discontinuities. A depositional sequence is defined as a succession of genetically related strata bounded by unconformities and correlative conformities. During a sequence, systems tracts are deposited in response to changes in relative sea level, including highstand, falling stage, lowstand, and transgressive tracts bounded by surfaces like sequence boundaries, transgressive surfaces, and flooding surfaces.
This document discusses faults and faulting in geology. It defines a fault as a fracture along which blocks of rock have moved relative to each other. Faults are classified based on the apparent movement of blocks, direction of slip, fault orientation, and mode of occurrence. The three main types of faults are normal faults, where the hanging wall moves down; reverse faults, where the hanging wall moves up; and strike-slip faults, where blocks move horizontally parallel to the fault plane. Thrust faults are a type of reverse fault that dips at less than 45 degrees. Engineering considerations for structures built near faults include understanding the seismic history and zoning of the area.
This document discusses stream gauging techniques used to measure stream discharge. It begins by explaining that stream flow represents the runoff phase of the hydrologic cycle and is the most important data for hydrologic studies. It then describes various methods for measuring stream stage including staff gauges, suspended wire gauges, automatic stage recorders, and bubble gauges. Common techniques for directly measuring stream discharge are also summarized, such as area-velocity methods using current meters and floats, as well as moving boat methods. Site selection criteria and types of stage data collected are also briefly outlined.
This document discusses different sedimentary environments including terrestrial, marginal marine, and marine settings. Terrestrial environments include fluvial systems like braided rivers and meandering streams, alluvial fans, glacial deposits, lacustrine environments, and aeolian deposits in deserts. Marginal marine environments are located along the continental boundary and include beaches, barrier islands, lagoons, estuaries, and tidal flats. Marine environments discussed are coral reefs, continental shelf, continental slope, continental rise, and abyssal plain. Different sedimentary structures form in each environment providing clues to depositional conditions.
Types of dams, geological considerations in site selection, Competency of Rocks to offer stable dam foundation, effect of geological structures on dam, selection of dam site, Reservoir, purpose of reservoir, influence of water table, geological structures, life of reservoir, geophysical studies
1) A fault is a fracture in the Earth's crust where rocks on either side are displaced relative to each other due to compressional or tensional forces.
2) Key terms related to faults include the fault plane, fault trace, hanging wall, footwall, strike, dip, slip, separation, heave, and throw.
3) Faults can be classified based on their apparent movement (normal, reverse, strike-slip), their orientation relative to bedding (strike, dip, oblique), and their pattern of occurrence (parallel, en echelon, peripheral, radial).
The document provides information on various topics in engineering geology including:
1. Definitions of engineering geology, geology, and their importance in civil engineering projects like understanding construction materials, groundwater, and foundations.
2. Branches of geology like physical geology, petrology, structural geology, and their focus on natural earth processes, rock origins and structures.
3. Key geological concepts like weathering, rock excavation methods, faults, folds, strike and dip, and seismic waves from earthquakes.
4. The importance of understanding local geology for planning major engineering works.
This document discusses techniques for measuring grain size in sediments and the importance of grain size data. It describes several common techniques like sieve analysis, settling tube analysis, and laser diffractometry. Finer-grained sediments allow for better measurement of statistical parameters like median, mode, and standard deviation which can provide insights into depositional environments and sediment transport. Grain size is a fundamental property that influences porosity and permeability in sedimentary rocks.
El documento trata sobre la formación y orígenes de los suelos. Explica que los suelos se forman a partir de la desintegración y descomposición de las rocas por la acción de agentes como el agua, el aire, el hielo y los organismos vivos. También cubre los diferentes tipos de suelos como residuales, transportados y orgánicos; y las propiedades e importancia de estudiar los suelos en ingeniería civil.
This document contains materials for evaluating the job performance of a structural engineer, including:
1. A 4-page job performance evaluation form with rating scales for evaluating an engineer on factors like administration, knowledge, communication, and more.
2. Examples of performance review phrases for attributes like attitude, creativity, decision-making, and interpersonal skills.
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.
This document contains a job performance evaluation form for a senior project engineer. It includes sections for identifying employee information, rating performance factors, noting employee strengths and areas for improvement, setting a performance improvement plan, and obtaining signatures to finalize the review. The form provides definitions for rating an employee's performance as outstanding, exceeding expectations, meeting expectations, below expectations, or unsatisfactory. It also lists several common performance factors used in evaluations, such as administration, communication, teamwork, decision-making, and safety. Additional resources on performance reviews for senior project engineers are referenced.
This document provides information and resources for evaluating the job performance of an architectural engineer, including:
1. A 4-page job performance evaluation form with rating scales for evaluating an engineer on factors like administration, knowledge, communication, and more.
2. Examples of positive and negative performance review phrases for attributes like attitude, creativity, decision-making, and interpersonal 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.
Field support engineer perfomance appraisal 2tonychoper5204
This document provides information and resources for evaluating the job performance of a field support engineer, including:
1. A 4-page job performance evaluation form with rating scales for evaluating an engineer on factors like administration, knowledge, communication, and more.
2. Examples of performance review phrases for attributes like attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for performance evaluation, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
This document contains information about performance evaluation forms and methods for civil project engineers. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various factors like attitude, decision-making, and problem-solving. 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 for evaluating the job performance of civil project engineers.
Engineering director perfomance appraisal 2tonychoper5004
This document provides information and resources for conducting a performance evaluation of an engineering director. It includes a 4-page sample performance evaluation form with rating scales for evaluating an engineering director on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Additional resources on performance phrases and key performance indicators are referenced to aid in the engineering director's performance review.
This document contains information about performance evaluation methods for resident engineers, including example phrases and templates. It provides links to additional online resources on performance appraisals. The main body discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist/weighted checklist methods. For each method, it provides a brief overview and examples of how they could be applied to evaluate a resident engineer's performance.
This document provides information and resources for conducting a performance evaluation of a facility engineer. It includes a 4-page sample evaluation form with rating scales for evaluating an engineer on various performance factors. It also gives examples of positive and negative phrases that can be used in evaluations. Finally, it lists and describes the top 12 methods that can be used to appraise a facility engineer's performance, such as management by objectives, critical incident method, and 360-degree feedback. The overall document serves as a guide for facilities managers to properly evaluate and provide feedback to their engineering staff.
This document contains a job performance evaluation form for a material engineer. It includes sections for identifying employee information, rating performance factors, noting employee strengths and areas for improvement, setting a performance improvement plan, and obtaining signatures. It also provides examples of performance review phrases and links to additional performance appraisal resources for material engineers.
This document provides information and resources for evaluating the performance of a principal engineer, including:
1. Sample performance evaluation forms for a principal engineer with rating scales and categories like administration, knowledge, communication, and more.
2. Examples of positive and negative phrases that can be used in a performance review for a principal engineer in areas such as attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for evaluating a principal engineer's performance, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains information about performance evaluation forms and methods for aeronautical engineers. It includes a sample performance evaluation form spanning 4 pages that can be used to rate engineers on factors like administration, knowledge, communication, and safety. It also provides phrases to use in evaluations for different performance areas. 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 goal is to provide human resources professionals with resources to properly evaluate and develop aeronautical engineers.
This document contains information about performance evaluation forms and methods for commissioning engineers. 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 skills and lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The document aims to provide useful resources for conducting comprehensive performance evaluations of commissioning engineers.
This document contains materials for evaluating the job performance of a drilling engineer, including:
1) A 4-page performance evaluation form with rating scales for evaluating an engineer on factors like administration, knowledge, communication, and more.
2) Examples of positive and negative performance review phrases for attributes like attitude, creativity, decision-making, and interpersonal 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 contains information related to performance evaluation of a subsea engineer, including:
1. A sample job performance evaluation form spanning 4 pages with rating criteria in various performance areas like administration, communication, teamwork, and health and safety.
2. A list of 6 performance appraisal methods for evaluating subsea engineers, such as management by objectives, critical incident method, and behaviorally anchored rating scales.
3. Examples of performance review phrases for a subsea engineer in areas like attitude, creativity, decision-making, and interpersonal skills.
The document provides human resources professionals and managers with resources to help evaluate and develop the performance of subsea engineers.
Senior system engineer perfomance appraisal 2tonychoper5304
This document contains information about performance evaluation forms and methods for evaluating senior system engineers. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various factors like attitude, problem-solving, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident method, and 360-degree feedback. The document aims to provide useful resources for conducting thorough performance evaluations of senior system engineers.
This document contains information about performance evaluation forms and methods for a senior electrical engineer. It includes sample evaluation forms with rating criteria and categories like administration, knowledge, communication, and teamwork. It also lists phrases to use in evaluations for attributes like attitude, creativity, decision-making, and problem-solving. 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 goal is to provide a comprehensive reference for evaluating a senior electrical engineer's job performance.
This document contains information about performance evaluation forms and methods for product design engineers. 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, creativity, decision-making, and problem-solving. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The goal is to provide useful resources for conducting thorough and meaningful performance evaluations of product design engineers.
This document contains information about performance evaluation forms and methods for mud engineers. It includes a sample job performance evaluation form with sections for performance planning and review, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also lists phrases that can be used in performance reviews to describe various skills and traits. Finally, it outlines 12 common methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document provides resources and guidance for conducting formal performance evaluations of mud engineers.
This document provides information and resources for conducting a performance evaluation for a materials engineer. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists phrases that can be used in writing evaluations and the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The goal is to help managers formally assess a materials engineer's performance and provide constructive feedback to facilitate improvement.
Manufacturing process engineer perfomance appraisal 2tonychoper5304
This document contains information about performance evaluation forms and methods for manufacturing process engineers. It includes a sample performance evaluation form with sections for reviewing job 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 for evaluating and developing manufacturing process engineers.
This document contains materials for evaluating the performance of an integration engineer, including:
1. A 4-page job performance evaluation form with ratings for various performance factors like administration, communication, decision making, and a section for comments.
2. Examples of performance review phrases for an integration engineer related to attitude, creativity, decision making, interpersonal skills, and other areas.
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.
Customer service engineer perfomance appraisal 2tonychoper5304
This document contains information about performance evaluation forms and methods for customer service engineers. It includes a sample 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, creativity, decision-making, and problem-solving. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The goal is to provide useful resources for conducting thorough and meaningful performance evaluations of customer service engineers.
Computer system engineer perfomance appraisal 2tonychoper5304
This document provides information about performance evaluation methods for computer system engineers. It discusses 12 different methods:
1. Management by Objectives (MBO) Method which evaluates employees based on accomplishing predefined goals.
2. Critical Incident Method where managers document positive and negative employee behaviors throughout the review period.
3. Behaviorally Anchored Rating Scales (BARS) which describes ratings based on behavioral indicators of effective and ineffective performance.
4. Behavioral Observation Scales (BOS) which rates employee performance based on critical incidents over a period of time.
5. 360 Degree Performance Appraisal Method where employees receive anonymous feedback from managers, peers and subordinates.
6. Check
This document provides information and resources for evaluating the performance of a build engineer, including:
1. Sample performance evaluation forms for a build engineer with rating scales and categories like skills, quality of work, leadership, and more.
2. Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators (KPIs) for evaluating build engineers.
3. Descriptions of the top 12 methods for performance evaluation, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree/multi-rater feedback. Checklists and weighted checklists are also discussed.
3. Job Performance Evaluation Form Page 3
I. Geotechnical engineer performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations ,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS(use job description as basis of this evaluation).
Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
4. Job Performance Evaluation Form Page 4
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
5. Job Performance Evaluation Form Page 5
developments affecting SPSU and its work activities. Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS:Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
6. Job Performance Evaluation Form Page 6
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
7. Job Performance Evaluation Form Page 7
E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that theemployee was
given theopportunity to discuss theofficial review with thesupervisor.)
Evaluated by Date
Reviewed by Date
8. Job Performance Evaluation Form Page 8
II. Geotechnical engineer performance phrases
1.Attitude Performance Review Examples – geotechnical engineer
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 geotechnical engineer
Positive review
Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
9. Job Performance Evaluation Form Page 9
Negative review
Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – geotechnical engineer
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 – geotechnical engineer
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
10. Job Performance Evaluation Form Page 10
Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – geotechnical engineer
Positive review
Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
11. Job Performance Evaluation Form Page 11
6.Teamwork Skills Performance Appraisal Phrases – geotechnical engineer
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
12. Job Performance Evaluation Form Page 12
III.Top 12 methods for geotechnical engineer performance
appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
13. Job Performance Evaluation Form Page 13
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
14. Job Performance Evaluation Form Page 14
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
15. Job Performance Evaluation Form Page 15
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
16. Job Performance Evaluation Form Page 16
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
17. Job Performance Evaluation Form Page 17
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
18. Job Performance Evaluation Form Page 18
Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…