This document contains materials for evaluating the job performance of a GIS specialist, including:
1) A 4-page performance evaluation form covering rating scales and evaluation criteria for various job duties and skills.
2) A section listing example phrases for evaluating attitudes, creativity/innovation, and decision-making in performance reviews.
3) Links to additional online resources for developing GIS specialist performance appraisals, including sample forms, self-appraisal templates, and descriptions of key performance indicators.
Remote sensing is the science of obtaining information about objects without physical contact. This document provides an overview of remote sensing, including how satellites acquire images using sensors to detect electromagnetic radiation from the Earth's surface. Specific applications of remote sensing discussed include using thermal imaging to assess crop conditions by measuring surface temperature, and using visible and infrared bands to monitor agriculture and land use from above.
This document provides an overview of remote sensing technology presented at a training seminar. It discusses the basics of remote sensing including history, platforms like airborne and spaceborne sensors, and organizations like ISRO and NRSC involved in remote sensing. It also describes GPS technology and how coordinates are determined. Geographic information systems and how they integrate remote sensing data and GPS coordinates into databases is outlined. Image processing techniques like enhancement, restoration and compression are summarized along with applications. The linear model of integrating GPS, remote sensing, GIS and image processing is presented. Advantages and applications of remote sensing are highlighted along with challenges. A case study on mapping various resources in Sirohi district using remote sensing data is briefly described.
The document discusses using GIS for forest fire simulation and management. It describes several models for simulating wildfire spread, including concentric, pseudo-conical, polygonal, and network models. It then introduces an implemented model that uses a normal probability distribution curve to model fire spread from cell to cell based on factors like wind speed, topography, and flammability. GIS is useful for fire simulation, hazard mapping, resource management, and post-fire recovery efforts.
Hyperspectral remote sensing of vegetationSakthivel R
This document discusses the use of hyperspectral remote sensing to study vegetation. Hyperspectral data consists of hundreds or thousands of narrow wavebands along the electromagnetic spectrum, providing more detailed information than broadband data. Hyperspectral sensing is used to characterize vegetation types and properties like biomass, biochemical compositions, diseases, nutrients, and moisture. Spectral reflectance spectra can show characteristic absorption features related to plant constituents for live and dry vegetation. Hyperspectral vegetation indices and multi-band indices are developed to analyze vegetation characteristics while eliminating redundant data bands. Classification methods like regression, clustering, and neural networks are applied to hyperspectral data for analyzing and mapping different vegetation classes.
The document provides an overview of remote sensing concepts through three lectures presented by Dr. Safaa Mohamed Hasan. The lectures cover definitions of remote sensing, sensor types, image characteristics, and resolutions including spatial, spectral, radiometric, and temporal resolutions. Geometric distortions and corrections through registration and resampling techniques are also discussed.
1. Aerial photographic film uses special films that can stop rapid motion and yield high-quality images if the proper film, filter, aperture, and exposure are used.
2. Black and white film results in either negative or positive prints, while color film directly records transparencies.
3. Film resolution and ground resolution distance are measures of image quality, with higher resolutions able to detect finer image details.
Accuracy assessment is an essential step in any remote sensing classification. It involves collecting reference data through methods like GPS ground sampling and comparing the classifications to determine accuracy. Key aspects of accuracy assessment include error matrices to calculate overall, user's, and producer's accuracies. User's accuracy indicates errors of commission while producer's accuracy reflects errors of omission. ERDAS Imagine software can be used to import reference data and generate accuracy reports to evaluate classification performance.
Remote sensing is the science of obtaining information about objects without physical contact. This document provides an overview of remote sensing, including how satellites acquire images using sensors to detect electromagnetic radiation from the Earth's surface. Specific applications of remote sensing discussed include using thermal imaging to assess crop conditions by measuring surface temperature, and using visible and infrared bands to monitor agriculture and land use from above.
This document provides an overview of remote sensing technology presented at a training seminar. It discusses the basics of remote sensing including history, platforms like airborne and spaceborne sensors, and organizations like ISRO and NRSC involved in remote sensing. It also describes GPS technology and how coordinates are determined. Geographic information systems and how they integrate remote sensing data and GPS coordinates into databases is outlined. Image processing techniques like enhancement, restoration and compression are summarized along with applications. The linear model of integrating GPS, remote sensing, GIS and image processing is presented. Advantages and applications of remote sensing are highlighted along with challenges. A case study on mapping various resources in Sirohi district using remote sensing data is briefly described.
The document discusses using GIS for forest fire simulation and management. It describes several models for simulating wildfire spread, including concentric, pseudo-conical, polygonal, and network models. It then introduces an implemented model that uses a normal probability distribution curve to model fire spread from cell to cell based on factors like wind speed, topography, and flammability. GIS is useful for fire simulation, hazard mapping, resource management, and post-fire recovery efforts.
Hyperspectral remote sensing of vegetationSakthivel R
This document discusses the use of hyperspectral remote sensing to study vegetation. Hyperspectral data consists of hundreds or thousands of narrow wavebands along the electromagnetic spectrum, providing more detailed information than broadband data. Hyperspectral sensing is used to characterize vegetation types and properties like biomass, biochemical compositions, diseases, nutrients, and moisture. Spectral reflectance spectra can show characteristic absorption features related to plant constituents for live and dry vegetation. Hyperspectral vegetation indices and multi-band indices are developed to analyze vegetation characteristics while eliminating redundant data bands. Classification methods like regression, clustering, and neural networks are applied to hyperspectral data for analyzing and mapping different vegetation classes.
The document provides an overview of remote sensing concepts through three lectures presented by Dr. Safaa Mohamed Hasan. The lectures cover definitions of remote sensing, sensor types, image characteristics, and resolutions including spatial, spectral, radiometric, and temporal resolutions. Geometric distortions and corrections through registration and resampling techniques are also discussed.
1. Aerial photographic film uses special films that can stop rapid motion and yield high-quality images if the proper film, filter, aperture, and exposure are used.
2. Black and white film results in either negative or positive prints, while color film directly records transparencies.
3. Film resolution and ground resolution distance are measures of image quality, with higher resolutions able to detect finer image details.
Accuracy assessment is an essential step in any remote sensing classification. It involves collecting reference data through methods like GPS ground sampling and comparing the classifications to determine accuracy. Key aspects of accuracy assessment include error matrices to calculate overall, user's, and producer's accuracies. User's accuracy indicates errors of commission while producer's accuracy reflects errors of omission. ERDAS Imagine software can be used to import reference data and generate accuracy reports to evaluate classification performance.
Remote sensing and application by Nikhil PakwanneNIKHIL PAKWANNE
Remote sensing is the process of obtaining information about objects or areas from a distance, without physical contact. It involves the use of electromagnetic radiation to detect and classify objects on Earth through aerial sensors or satellites. The key components of a remote sensing system include an energy source, a sensor to record electromagnetic radiation, transmission of data to a receiving station, and processing to extract information. Remote sensing provides advantages like rapid coverage of large areas, accessibility to remote or dangerous regions, and collection of geo-referenced digital data. Common applications of remote sensing include agriculture, geology, urban planning, hydrology, land use mapping, forestry, and ocean monitoring.
This document discusses concepts of scale and resolution in geography. It defines scale as the relationship between distances on a map and distances on the ground. Spatial scale involves grain, the size of pixels, and extent, the size of the study area. Resolution refers to the smallest detectable feature and depends on pixel size and the sensor's instantaneous field of view. The document outlines different types of resolution including spatial, spectral, radiometric, and temporal resolution.
With increasing use of remote sensing, the need for crispier, accurate and enhanced precision has deemed to the improvement in the spectral and spatial resolution of remotely sensed imagery. For most of the systems, panchromatic images typically have higher resolution, while multispectral images offer information in several spectral channels. Resolution merge (also called pan-sharpening) allows us to combine advantages of both kinds of images by merging them into one.
The resolution merge or pan sharpening is the technique used to obtain high resolution multi-spectral images. The color information is collected from the coarse resolution satellite data and the intensity from the high resolution satellite data.
The main constraint is to preserve the spectral information for aspects like land use. Saving theimage from distortion of the spectral characteristics is important in the merged dataset.
The most common techniques for spatial enhancement of low-resolution imagery combining high and low resolution data can be used are: Intensity-Hue-Saturation, Principal Component, Multiplicative and Brovey Transform.
THIS PRESENTATION IS TO HELP YOU PERFORM THE TASK STEP BY STEP.
This document provides an overview of remote sensing concepts. It defines remote sensing as acquiring information about an object without physical contact. Remote sensing data is collected from platforms like satellites and aircraft and analyzed. The document outlines the electromagnetic spectrum, how energy interacts with the atmosphere and objects, different sensor and image types, and resolutions. It also defines key terms like digital image, satellite imagery, spectral signature, and discusses different platform and sensor types used in remote sensing.
Spectral reflectance curve of dead stressed vegetationJunaid Ijaz
Dead or stressed vegetation can be identified by analyzing its spectral reflectance curve. Spectral reflectance is a measurement of how much light of different wavelengths is reflected by a surface. Healthy vegetation absorbs mostly blue and red light due to chlorophyll, appearing green. Dead vegetation reflects more light across the visible spectrum. It also lacks the sharp increase in reflectance from visible to near-infrared light that healthy vegetation exhibits due to chlorophyll breakdown when vegetation is dead or stressed.
the presentation is about a literature review upon Aerosol optical depth, its measurement techniques and few work done with this variable in the field of environment and air pollution
This document provides an overview of different types of LiDAR acquisition methods. Aerial LiDAR is used to capture large areas and generates 2.5D data by scanning from aircraft. Terrestrial LiDAR captures smaller areas in full 3D using static or mobile ground-based units. Bathymetric LiDAR maps shallow underwater areas using dual lasers. Atmospheric LiDAR surveys air properties by transmitting laser pulses and analyzing backscatter. Common to all is using a laser transmitter and detector to measure discrete points or full waveforms, with variations depending on the objective and environment.
this presentation briefly describes the digital image processing and its various procedures and techniques which include image correction or rectification with remote sensing data/ images. it also contains various image classification techniques.
GPS provides precise location information globally in all weather conditions using a constellation of satellites. However, GPS measurements can be affected by various errors. A regular consumer GPS receiver has an accuracy of around 10 meters, while higher accuracy of a few centimeters is possible using techniques like dual frequency monitoring, relative kinematic positioning, and augmentation systems that integrate external correction information. Sources of errors include multipath interference, atmospheric delays, satellite geometry, clock errors, and receiver quality.
The document provides an overview of the Global Positioning System (GPS) including:
- The three segments that make up GPS - the control segment, space segment, and user segment. The control segment monitors the satellites and ground stations, the space segment consists of GPS satellites, and the user segment includes GPS receivers.
- How GPS works by using trilateration based on precise timing signals from multiple satellites to determine a user's position. Sources of error and ways to improve accuracy are also described.
- Differential GPS (DGPS) and the Wide Area Augmentation System (WAAS) which enhance GPS accuracy by correcting for sources of error. DGPS uses reference stations and WAAS uses additional satellites
hyperspectral remote sensing and its geological applicationsabhijeet_banerjee
this is an introductory presentation on hyperspectral remote sensing, which essential deals with the distinguishing features, imaging spectrometers and its types, and some of the geological applications of hyperspectral remote sensing.
The Normalized Difference Vegetation Index (NDVI) is a numerical indicator used in remote sensing to analyze observations and determine if an area contains live green vegetation. NDVI compares the visible and near-infrared light reflected by plants, with healthy vegetation absorbing most visible light and reflecting a high amount of near-infrared light. The specific NDVI calculation takes the difference between near-infrared and visible light readings and divides it by their sum, resulting in a value from -1 to 1 that indicates vegetation density.
Application of Google Earth Engine in Open NAPsNAP Events
Google Earth Engine (GEE) is a tool that allows users to perform large-scale data analysis on geospatial datasets from various sources. It allows for highly interactive algorithm development at a global scale using large amounts of data quickly and efficiently. The document provides examples and exercises for users to get started with GEE, including printing text, filtering image collections, defining functions, exploring example scripts, clipping images, and visualizing nighttime lights data. Real-world applications mentioned include using GEE for forestry and other environmental fields.
Digital image processing involves computer-based manipulation and interpretation of digital images. There are five broad types of operations: 1) image rectification and restoration to correct distorted or degraded images, 2) image enhancement to increase visual distinctions between features, 3) image classification to determine land cover by categorizing pixels, 4) data merging and GIS integration to combine image data with other geographic datasets, and 5) hyperspectral image analysis. Image rectification aims to correct geometric distortions from the image acquisition process.
The document provides definitions and examples of what a Geographic Information System (GIS) is. It discusses how GIS involves tools to collect, manage, use, share and interpret spatial data to understand relationships and patterns. A GIS allows users to visualize, analyze and draw conclusions from geographical data. While GIS often involves computer software and hardware, it does not necessarily require technology, as paper maps and mental maps can also serve as GIS.
Image classification, remote sensing, P K MANIP.K. Mani
Image classification involves using spectral bands of images to separate landscape features into categories. Pixels with similar spectral signatures are clustered and classified using techniques like maximum likelihood classification. This results in a classified image map where each pixel is assigned a land cover class. However, classified maps have errors, so accuracy assessment is important to estimate the map's accuracy. Supervised classification involves using training areas of known land cover to develop spectral signatures for classification, while unsupervised classification clusters pixels without prior class definitions.
Digital image processing focuses on two major tasks
-Improvement of pictorial information for human interpretation
-Processing of image data for storage, transmission and representation for autonomous machine perception
This document provides an overview of optical remote sensing. It discusses the different types of optical remote sensing systems including panchromatic, multispectral, super spectral, and hyperspectral imaging systems. It describes the key characteristics and capabilities of each type of system. The document also discusses resolutions in remote sensing including spatial, spectral, temporal, and radiometric resolutions. It outlines several applications of optical remote sensing including urban mapping, hydrological monitoring, environmental monitoring, agriculture/forestry, and hazard identification. Finally, it lists some examples of data sources for different types of optical remote sensing systems.
The objective of image classification is to classify each pixel into only one class (crisp or hard classification) or to associate the pixel with many classes (fuzzy or soft classification). The classification techniques may be categorized either on the basis of training process (supervised and unsupervised) or on the basis of theoretical model (parametric and non-parametric).
Unsupervised classification is where the groupings of pixels with common characteristics are based on the software analysis of an image without the user providing sample classes. The computer uses techniques to determine which pixels are related and groups them into classes. The user can specify which algorism the software will use and the desired number of output classes but otherwise does not aid in the classification process. However, the user must have knowledge of the area being classified when the groupings of pixels with common characteristics produced by the computer have to be related to actual features on the ground (such as waterbodies, developed areas, forests, etc.).
Supervised classification is based on the idea that a user can select sample pixels in an image that are representative of specific classes and then direct the image processing software to use these training sites as references for the classification of all other pixels in the image. Input classes are selected based on the knowledge of the user. The user also sets the bounds for how similar other pixels must be to group them together. These bounds are often set based on the spectral characteristics of the input classes (AOI), plus or minus a certain increment (often based on “brightness” or strength of reflection in specific spectral bands). The user also designates the number of classes that the image is classified into.
THIS PRESENTATION IS TO HELP YOU PERFORM THE TASK STEP BY STEP.
Image quality assessment and statistical evaluationDocumentStory
This document discusses image quality assessment and statistical evaluation of remote sensing data. It explains that remote sensing data can contain errors introduced by the environment, sensor issues, or processing errors. Assessing image quality and statistical characteristics is important and can be done by examining histograms, pixel values, and univariate and multivariate statistics to identify anomalies or redundancy in the data. The document also provides mathematical notation for describing remote sensing data and discusses concepts like populations, samples, sampling error, and the importance of metadata for image analysis.
This document contains materials for evaluating the job performance of a recovery specialist, including:
1) A 4-page performance evaluation form with ratings for various job skills and factors.
2) Examples of positive and negative phrases for evaluating skills like attitude, creativity, decision-making, and teamwork.
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.
Sales support specialist perfomance appraisal 2tonychoper1704
This document provides information and resources for evaluating the performance of a sales support specialist. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee's performance on factors like administration, communication, teamwork, decision-making, customer service and more. It also gives examples of positive and negative phrases for evaluating different skills areas. Finally, it outlines the top 12 methods for performance appraisal, 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 sales support specialist's work.
Remote sensing and application by Nikhil PakwanneNIKHIL PAKWANNE
Remote sensing is the process of obtaining information about objects or areas from a distance, without physical contact. It involves the use of electromagnetic radiation to detect and classify objects on Earth through aerial sensors or satellites. The key components of a remote sensing system include an energy source, a sensor to record electromagnetic radiation, transmission of data to a receiving station, and processing to extract information. Remote sensing provides advantages like rapid coverage of large areas, accessibility to remote or dangerous regions, and collection of geo-referenced digital data. Common applications of remote sensing include agriculture, geology, urban planning, hydrology, land use mapping, forestry, and ocean monitoring.
This document discusses concepts of scale and resolution in geography. It defines scale as the relationship between distances on a map and distances on the ground. Spatial scale involves grain, the size of pixels, and extent, the size of the study area. Resolution refers to the smallest detectable feature and depends on pixel size and the sensor's instantaneous field of view. The document outlines different types of resolution including spatial, spectral, radiometric, and temporal resolution.
With increasing use of remote sensing, the need for crispier, accurate and enhanced precision has deemed to the improvement in the spectral and spatial resolution of remotely sensed imagery. For most of the systems, panchromatic images typically have higher resolution, while multispectral images offer information in several spectral channels. Resolution merge (also called pan-sharpening) allows us to combine advantages of both kinds of images by merging them into one.
The resolution merge or pan sharpening is the technique used to obtain high resolution multi-spectral images. The color information is collected from the coarse resolution satellite data and the intensity from the high resolution satellite data.
The main constraint is to preserve the spectral information for aspects like land use. Saving theimage from distortion of the spectral characteristics is important in the merged dataset.
The most common techniques for spatial enhancement of low-resolution imagery combining high and low resolution data can be used are: Intensity-Hue-Saturation, Principal Component, Multiplicative and Brovey Transform.
THIS PRESENTATION IS TO HELP YOU PERFORM THE TASK STEP BY STEP.
This document provides an overview of remote sensing concepts. It defines remote sensing as acquiring information about an object without physical contact. Remote sensing data is collected from platforms like satellites and aircraft and analyzed. The document outlines the electromagnetic spectrum, how energy interacts with the atmosphere and objects, different sensor and image types, and resolutions. It also defines key terms like digital image, satellite imagery, spectral signature, and discusses different platform and sensor types used in remote sensing.
Spectral reflectance curve of dead stressed vegetationJunaid Ijaz
Dead or stressed vegetation can be identified by analyzing its spectral reflectance curve. Spectral reflectance is a measurement of how much light of different wavelengths is reflected by a surface. Healthy vegetation absorbs mostly blue and red light due to chlorophyll, appearing green. Dead vegetation reflects more light across the visible spectrum. It also lacks the sharp increase in reflectance from visible to near-infrared light that healthy vegetation exhibits due to chlorophyll breakdown when vegetation is dead or stressed.
the presentation is about a literature review upon Aerosol optical depth, its measurement techniques and few work done with this variable in the field of environment and air pollution
This document provides an overview of different types of LiDAR acquisition methods. Aerial LiDAR is used to capture large areas and generates 2.5D data by scanning from aircraft. Terrestrial LiDAR captures smaller areas in full 3D using static or mobile ground-based units. Bathymetric LiDAR maps shallow underwater areas using dual lasers. Atmospheric LiDAR surveys air properties by transmitting laser pulses and analyzing backscatter. Common to all is using a laser transmitter and detector to measure discrete points or full waveforms, with variations depending on the objective and environment.
this presentation briefly describes the digital image processing and its various procedures and techniques which include image correction or rectification with remote sensing data/ images. it also contains various image classification techniques.
GPS provides precise location information globally in all weather conditions using a constellation of satellites. However, GPS measurements can be affected by various errors. A regular consumer GPS receiver has an accuracy of around 10 meters, while higher accuracy of a few centimeters is possible using techniques like dual frequency monitoring, relative kinematic positioning, and augmentation systems that integrate external correction information. Sources of errors include multipath interference, atmospheric delays, satellite geometry, clock errors, and receiver quality.
The document provides an overview of the Global Positioning System (GPS) including:
- The three segments that make up GPS - the control segment, space segment, and user segment. The control segment monitors the satellites and ground stations, the space segment consists of GPS satellites, and the user segment includes GPS receivers.
- How GPS works by using trilateration based on precise timing signals from multiple satellites to determine a user's position. Sources of error and ways to improve accuracy are also described.
- Differential GPS (DGPS) and the Wide Area Augmentation System (WAAS) which enhance GPS accuracy by correcting for sources of error. DGPS uses reference stations and WAAS uses additional satellites
hyperspectral remote sensing and its geological applicationsabhijeet_banerjee
this is an introductory presentation on hyperspectral remote sensing, which essential deals with the distinguishing features, imaging spectrometers and its types, and some of the geological applications of hyperspectral remote sensing.
The Normalized Difference Vegetation Index (NDVI) is a numerical indicator used in remote sensing to analyze observations and determine if an area contains live green vegetation. NDVI compares the visible and near-infrared light reflected by plants, with healthy vegetation absorbing most visible light and reflecting a high amount of near-infrared light. The specific NDVI calculation takes the difference between near-infrared and visible light readings and divides it by their sum, resulting in a value from -1 to 1 that indicates vegetation density.
Application of Google Earth Engine in Open NAPsNAP Events
Google Earth Engine (GEE) is a tool that allows users to perform large-scale data analysis on geospatial datasets from various sources. It allows for highly interactive algorithm development at a global scale using large amounts of data quickly and efficiently. The document provides examples and exercises for users to get started with GEE, including printing text, filtering image collections, defining functions, exploring example scripts, clipping images, and visualizing nighttime lights data. Real-world applications mentioned include using GEE for forestry and other environmental fields.
Digital image processing involves computer-based manipulation and interpretation of digital images. There are five broad types of operations: 1) image rectification and restoration to correct distorted or degraded images, 2) image enhancement to increase visual distinctions between features, 3) image classification to determine land cover by categorizing pixels, 4) data merging and GIS integration to combine image data with other geographic datasets, and 5) hyperspectral image analysis. Image rectification aims to correct geometric distortions from the image acquisition process.
The document provides definitions and examples of what a Geographic Information System (GIS) is. It discusses how GIS involves tools to collect, manage, use, share and interpret spatial data to understand relationships and patterns. A GIS allows users to visualize, analyze and draw conclusions from geographical data. While GIS often involves computer software and hardware, it does not necessarily require technology, as paper maps and mental maps can also serve as GIS.
Image classification, remote sensing, P K MANIP.K. Mani
Image classification involves using spectral bands of images to separate landscape features into categories. Pixels with similar spectral signatures are clustered and classified using techniques like maximum likelihood classification. This results in a classified image map where each pixel is assigned a land cover class. However, classified maps have errors, so accuracy assessment is important to estimate the map's accuracy. Supervised classification involves using training areas of known land cover to develop spectral signatures for classification, while unsupervised classification clusters pixels without prior class definitions.
Digital image processing focuses on two major tasks
-Improvement of pictorial information for human interpretation
-Processing of image data for storage, transmission and representation for autonomous machine perception
This document provides an overview of optical remote sensing. It discusses the different types of optical remote sensing systems including panchromatic, multispectral, super spectral, and hyperspectral imaging systems. It describes the key characteristics and capabilities of each type of system. The document also discusses resolutions in remote sensing including spatial, spectral, temporal, and radiometric resolutions. It outlines several applications of optical remote sensing including urban mapping, hydrological monitoring, environmental monitoring, agriculture/forestry, and hazard identification. Finally, it lists some examples of data sources for different types of optical remote sensing systems.
The objective of image classification is to classify each pixel into only one class (crisp or hard classification) or to associate the pixel with many classes (fuzzy or soft classification). The classification techniques may be categorized either on the basis of training process (supervised and unsupervised) or on the basis of theoretical model (parametric and non-parametric).
Unsupervised classification is where the groupings of pixels with common characteristics are based on the software analysis of an image without the user providing sample classes. The computer uses techniques to determine which pixels are related and groups them into classes. The user can specify which algorism the software will use and the desired number of output classes but otherwise does not aid in the classification process. However, the user must have knowledge of the area being classified when the groupings of pixels with common characteristics produced by the computer have to be related to actual features on the ground (such as waterbodies, developed areas, forests, etc.).
Supervised classification is based on the idea that a user can select sample pixels in an image that are representative of specific classes and then direct the image processing software to use these training sites as references for the classification of all other pixels in the image. Input classes are selected based on the knowledge of the user. The user also sets the bounds for how similar other pixels must be to group them together. These bounds are often set based on the spectral characteristics of the input classes (AOI), plus or minus a certain increment (often based on “brightness” or strength of reflection in specific spectral bands). The user also designates the number of classes that the image is classified into.
THIS PRESENTATION IS TO HELP YOU PERFORM THE TASK STEP BY STEP.
Image quality assessment and statistical evaluationDocumentStory
This document discusses image quality assessment and statistical evaluation of remote sensing data. It explains that remote sensing data can contain errors introduced by the environment, sensor issues, or processing errors. Assessing image quality and statistical characteristics is important and can be done by examining histograms, pixel values, and univariate and multivariate statistics to identify anomalies or redundancy in the data. The document also provides mathematical notation for describing remote sensing data and discusses concepts like populations, samples, sampling error, and the importance of metadata for image analysis.
This document contains materials for evaluating the job performance of a recovery specialist, including:
1) A 4-page performance evaluation form with ratings for various job skills and factors.
2) Examples of positive and negative phrases for evaluating skills like attitude, creativity, decision-making, and teamwork.
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.
Sales support specialist perfomance appraisal 2tonychoper1704
This document provides information and resources for evaluating the performance of a sales support specialist. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee's performance on factors like administration, communication, teamwork, decision-making, customer service and more. It also gives examples of positive and negative phrases for evaluating different skills areas. Finally, it outlines the top 12 methods for performance appraisal, 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 sales support specialist's work.
This document provides information and resources for evaluating the performance of a quality specialist. 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 quality specialist and outlines the top 12 methods for conducting a quality specialist's performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The resources are intended to help managers formally evaluate a quality specialist's work.
This document contains information related to performance evaluation forms and methods for credentialing specialists. 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 credentialing specialists 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 document aims to provide useful resources for conducting thorough performance evaluations of credentialing specialists.
Major gifts officer perfomance appraisal 2tonychoper1704
This document contains materials for evaluating the job performance of a major gifts officer, including:
- A 4-page performance evaluation form with ratings for various performance factors like administration, communication, decision-making, and a section for employee comments.
- A list of online resources for useful performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
- Additional pages with example performance review phrases for evaluating an employee's attitude, creativity/innovation, and decision-making skills.
The evaluation form and lists of review phrases are intended to provide a structured approach to assessing a major gifts officer's performance and identifying areas for improvement.
This document contains materials for evaluating the performance of an intake specialist, including:
1) A 4-page job performance evaluation form with ratings scales for evaluating an employee's performance on factors like administration, communication, teamwork, and customer service.
2) A list of positive and negative performance review phrases for an intake specialist organized by topics like attitude, creativity, decision-making, and interpersonal skills.
3) An overview of the top 12 methods for performance evaluation, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
This document contains information about performance evaluation methods for a protocol officer, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist methods. For each method, it outlines the process, benefits, and examples of how it could be used to evaluate a protocol officer's performance. The document aims to provide HR professionals with resources to conduct thorough yet constructive performance reviews.
Training and development specialist perfomance appraisal 2tonychoper1704
This document contains information about performance evaluation methods for training and development specialists, including examples of performance review phrases. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides details on how the method works and its advantages or disadvantages. It also includes sections with examples of positive and negative phrases that can be used in performance reviews to evaluate areas like attitude, creativity, decision making, interpersonal skills, problem solving, and teamwork.
This document provides information and resources for evaluating the job performance of a commercial officer. It includes a 4-page performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists additional performance appraisal materials and phrases that can be used in evaluations. Finally, it describes 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 commercial officer's work performance and provide constructive feedback to facilitate improvement.
This document contains information related to performance evaluation forms and methods for quality assurance specialists. 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 lists several methods that can be used to evaluate performance, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. Overall, the document provides templates and guidance on conducting performance reviews for quality assurance specialists.
Research specialist perfomance appraisal 2tonychoper1704
This document provides information and resources for evaluating the performance of a research specialist. 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 additional performance appraisal methods and phrases that can be used in evaluating a research specialist, such as behavioral observation scales, 360-degree feedback, and descriptions of problem solving skills both positive and negative. The document aims to provide managers with tools and guidance for formally assessing the work of a research specialist.
This document is a resume for Walid Mohamed Nagiub El Salawy, an engineer from Egypt seeking a position utilizing his skills in ESP (Electrical Submersible Pumps). He has a degree in communications and electronics from Tanta University and certifications in computer maintenance and Microsoft systems. His over 10 years of experience includes installing ESP strings and equipment for oil companies in Egypt and Saudi Arabia. He has expertise in assembly, testing, installation, maintenance and troubleshooting of ESP systems.
Dear Sir/Madam,
I have a Bachelor Degree in Electronics Engineering. My studies focused on Electrical and instrumentation & process control, process modeling, electrical power systems, transducers and instruments. I actively participated in lab and completed an internship while earning the degree where I gained extensive knowledge in this field.
My experience includes working with and developing detailed designs and developing both external and internal instrument applications to help optimize systems. I also have experience reviewing specifications, blueprints and similar documents to ensure all designs and materials meet the industrial codes and standards of the company.
I can use engineering software proficiently and I have the skills needed to make accurate calculations. I have the ability to manage my time wisely to meet all deadlines and the ability to ensure all projects are being handled in a professional and efficient manner. I also possess outstanding analytical and problem solving skills with the ability to troubleshoot and find a solution for any problems that arise.
I can ensure customer satisfaction by guaranteeing proper assemble and quality parts. I have excellent interpersonal and communication skills and I know that I am the best applicant for this job. I hope to meet with you soon to discuss the particulars of this position and my credentials in more detail.
This document provides information and resources for evaluating the performance of an HR specialist. It includes:
1. A 4-page job performance evaluation form for rating an HR specialist's performance, with factors like administration, communication, decision-making, and customer service.
2. Examples of positive and negative performance review phrases for an HR specialist for attributes like attitude, creativity, decision-making, and problem-solving.
3. An overview of the top 12 methods for performance evaluation, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the job performance of a benefit specialist. It includes a sample performance evaluation form spanning 4 pages that can be used to rate a benefit specialist on various performance factors and behaviors. The form also provides sections to document employee strengths, areas for improvement, and signatures. The remaining pages provide additional phrases and methods that can be used in a benefit specialist's performance appraisal, such as descriptions of their skills, examples of positive and negative reviews, and explanations of top evaluation methods like management by objectives and 360-degree feedback.
The document provides materials for evaluating the job performance of a behavior specialist, including:
1. A 4-page performance evaluation form with ratings scales for evaluating 20 performance factors and sections for comments, goals, and signatures.
2. Links to free eBooks and resources on performance appraisal best practices from performanceappraisal360.com.
3. Examples of performance review phrases for evaluating a behavior specialist's attitude, creativity/innovation, and decision-making.
The evaluation form and supplemental materials are intended to help managers structure a job performance review for a behavior specialist based on their work over a given period.
Special assistant perfomance appraisal 2tonychoper204
This document contains materials for evaluating the performance of a special assistant, including:
1) A 4-page job performance evaluation form with ratings for various performance factors and sections for comments.
2) Examples of performance review phrases for evaluating attributes like attitude, creativity, decision-making, and teamwork.
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 performance evaluations of PR specialists, including:
- Sample performance evaluation forms with rating scales for evaluating various job skills and behaviors.
- Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators, and tips for writing self-appraisals.
- Descriptions of the top 12 methods for PR specialist 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 performance of a retention specialist, including:
1. A four page job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures.
2. A list of phrases that can be used in a performance review to describe various aspects of a retention specialist's work like attitude, creativity, decision making, interpersonal skills, and teamwork.
3. An overview of the top 12 methods that can be used to appraise a retention specialist's performance, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for planning a performance evaluation of a planning specialist, including:
1) A 4-page performance evaluation form with rating scales for evaluating an employee's performance on factors like administration, communication, decision-making, and customer service.
2) Examples of positive and negative performance review phrases for evaluating an employee's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3) An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
Business specialist perfomance appraisal 2tonychoper6304
This document contains materials for evaluating the job performance of a business specialist, 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) A list of online resources for performance appraisal materials like review phrases and forms.
3) An 8-page section with example review phrases for evaluating a business specialist's attitude, creativity, decision-making and other skills.
The document provides a comprehensive template and guidance for conducting a thorough performance review of a business specialist and documenting their strengths and areas for improvement.
This document contains materials for evaluating the job performance of an outreach specialist, including:
1) A 4-page performance evaluation form covering rating scales, evaluation criteria, employee strengths/areas for improvement, and signatures.
2) A list of online resources for performance appraisal materials like review phrases and forms.
3) 8 pages of sample performance review phrases for an outreach specialist, organized by topics like attitude, creativity, decision-making, and more.
This document contains information about performance evaluation methods for staffing specialists, including example phrases and templates. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist methods. Details are provided on how each method works and its advantages or disadvantages. The document also includes a 4-page staffing specialist performance evaluation form template with rating scales and sections for commenting on strengths, areas for improvement, and developing performance goals.
This document contains materials for evaluating the job performance of a semiconductor specialist, including:
1. A 4-page performance evaluation form with ratings for various job skills and an overall performance rating.
2. Examples of positive and negative phrases to use in a performance review for attributes like attitude, creativity, decision-making, and teamwork.
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.
Similar to Gis specialist perfomance appraisal 2 (20)
3. Job Performance Evaluation Form Page 3
I. Gis specialist 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
BelowExpectations
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. Gis specialist performance phrases
1.Attitude Performance Review Examples – gis specialist
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 gis specialist
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 – gis specialist
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 – gis specialist
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 – gis specialist
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 – gis specialist
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 gis specialist 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…