This document provides information about various methods for evaluating the performance of a dentist assistant, including descriptions and examples. 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 method. For each method, it provides details on how the method works, what it evaluates, advantages and disadvantages. The document aims to equip managers with understanding and tools to properly conduct performance reviews for dentist assistants.
Transport dispatcher performance appraisalkenyaphatom
This document provides information and resources for evaluating the performance of a transport dispatcher. It includes:
1. A sample transport dispatcher job performance evaluation form with sections to rate performance factors, document strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a transport dispatcher's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for performing a transport dispatcher's performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document contains information about performance evaluation methods and forms for evaluating a laundry assistant's job performance. It includes sample performance review phrases, a multi-page laundry assistant performance evaluation form, and descriptions of the top 12 performance appraisal methods. The form includes sections to rate the employee on various performance factors and behaviors, document strengths and areas for improvement, review job descriptions, and obtain signatures. The methods described are management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist/weighted checklist.
This document provides information about various methods for evaluating the performance of a dentist assistant, including descriptions and examples. 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 method. For each method, it provides details on how the method works, what it evaluates, advantages and disadvantages. The document aims to equip managers with understanding and tools to properly conduct performance reviews for dentist assistants.
Transport dispatcher performance appraisalkenyaphatom
This document provides information and resources for evaluating the performance of a transport dispatcher. It includes:
1. A sample transport dispatcher job performance evaluation form with sections to rate performance factors, document strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a transport dispatcher's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for performing a transport dispatcher's performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document contains information about performance evaluation methods and forms for evaluating a laundry assistant's job performance. It includes sample performance review phrases, a multi-page laundry assistant performance evaluation form, and descriptions of the top 12 performance appraisal methods. The form includes sections to rate the employee on various performance factors and behaviors, document strengths and areas for improvement, review job descriptions, and obtain signatures. The methods described are management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist/weighted checklist.
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This document provides information and resources for evaluating the performance of a confidential secretary, including:
- Links to free ebooks and forms for performance appraisals on a website.
- A sample job performance evaluation form spanning 8 pages with sections to rate performance factors, comment on strengths/areas for improvement, review goals, and obtain signatures.
- Examples of performance review phrases for evaluating a confidential secretary's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- An overview of the top 12 methods for a confidential secretary's performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the performance of a steward supervisor, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of phrases to use in evaluating a steward supervisor's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Recreation director perfomance appraisal 2tonychoper2504
This document contains information about performance evaluation methods for a recreation director, including examples of evaluation criteria, performance review phrases, and top evaluation methods. The top 12 evaluation methods discussed are: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist methods. Performance factors like administration, communication, decision-making, and customer service are outlined along with examples of positive and negative review phrases.
Data center engineer perfomance appraisal 2tonychoper5204
This document provides information and resources for conducting a performance evaluation for a data center engineer. It includes a 4-page sample performance evaluation form with rating scales and categories to evaluate an employee's performance, administration, knowledge, communication skills, and other factors. It also gives examples of positive and negative phrases to use in evaluations for creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess a data center engineer's work quality and provide constructive feedback.
This document contains materials for evaluating the job performance of a fitness coach, including:
1) A multi-page performance evaluation form for rating a fitness coach's performance on various factors and overall, providing definitions for rating scales.
2) Links to online resources for performance appraisal materials like phrases, forms, and guides.
3) Sections on a fitness coach's job description, goals, key performance indicators, and self-appraisal.
The evaluation form provides rating scales and spaces to comment on an individual's strengths, areas for improvement, and an action plan. It includes reviewing the job description and obtaining signatures.
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This document provides samples of comments and phrases to use in employee performance reviews for various categories, including attitude, attendance, communication, and cooperation. For each category, it gives examples of positive and negative phrases for employees who exceed expectations, meet expectations, and fail to meet expectations. It also provides additional context and explanations for evaluating employee performance in these key areas. The document aims to help managers write effective performance reviews by choosing the right phrases and comments for each employee's specific situation and level of performance.
This document contains materials for evaluating the performance of a warehouse delivery driver, including:
1. A job performance evaluation form with sections to rate the employee on various performance factors and include comments on strengths, areas for improvement, and goals.
2. Examples of performance review phrases to assess attitudes, creativity/innovation, and decision making.
3. The last page provides additional phrases for evaluating decision making skills both positively and areas needing improvement. The document provides a comprehensive template and guidance for conducting a warehouse delivery driver's performance review.
The document outlines the development of a gym management system, including an introduction describing the objectives and modules of the project, a literature review of existing systems and the languages that will be used, a requirements analysis, and plans for the design, coding, testing and future enhancement of the system.
Robert De Niro reflects on his 40-year career balancing iconic roles with business moves like bringing his Tribeca Film Festival to Doha. Christensen Yachts CEO Joe Foggia talks about working his way up from sweeping floors to becoming CEO at age 30 and guiding the company through the 2008 economic downturn by diversifying into renewable energy. Now demand is returning as Christensen builds for new international clients while maintaining their focus on quality custom yachts.
In this file, you can ref useful information about performance appraisal answers examples such as performance appraisal answers examples methods, performance appraisal answers examples tips, performance appraisal answers examples forms, performance appraisal answers examples phrases … If you need more assistant for performance appraisal answers examples, please leave your comment at the end of file.
This document provides information and resources for evaluating the performance of a confidential secretary, including:
- Links to free ebooks and forms for performance appraisals on a website.
- A sample job performance evaluation form spanning 8 pages with sections to rate performance factors, comment on strengths/areas for improvement, review goals, and obtain signatures.
- Examples of performance review phrases for evaluating a confidential secretary's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- An overview of the top 12 methods for a confidential secretary's performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the performance of a steward supervisor, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of phrases to use in evaluating a steward supervisor's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Recreation director perfomance appraisal 2tonychoper2504
This document contains information about performance evaluation methods for a recreation director, including examples of evaluation criteria, performance review phrases, and top evaluation methods. The top 12 evaluation methods discussed are: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist methods. Performance factors like administration, communication, decision-making, and customer service are outlined along with examples of positive and negative review phrases.
Data center engineer perfomance appraisal 2tonychoper5204
This document provides information and resources for conducting a performance evaluation for a data center engineer. It includes a 4-page sample performance evaluation form with rating scales and categories to evaluate an employee's performance, administration, knowledge, communication skills, and other factors. It also gives examples of positive and negative phrases to use in evaluations for creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess a data center engineer's work quality and provide constructive feedback.
This document contains materials for evaluating the job performance of a fitness coach, including:
1) A multi-page performance evaluation form for rating a fitness coach's performance on various factors and overall, providing definitions for rating scales.
2) Links to online resources for performance appraisal materials like phrases, forms, and guides.
3) Sections on a fitness coach's job description, goals, key performance indicators, and self-appraisal.
The evaluation form provides rating scales and spaces to comment on an individual's strengths, areas for improvement, and an action plan. It includes reviewing the job description and obtaining signatures.
In this file, you can ref useful information about appraisal performance sample such as appraisal performance sample rates, small appraisal performance sample, appraisal performance sample calculator … If you need more assistant for appraisal performance sample, please leave your comment at the end of file.
This document provides samples of comments and phrases to use in employee performance reviews for various categories, including attitude, attendance, communication, and cooperation. For each category, it gives examples of positive and negative phrases for employees who exceed expectations, meet expectations, and fail to meet expectations. It also provides additional context and explanations for evaluating employee performance in these key areas. The document aims to help managers write effective performance reviews by choosing the right phrases and comments for each employee's specific situation and level of performance.
This document contains materials for evaluating the performance of a warehouse delivery driver, including:
1. A job performance evaluation form with sections to rate the employee on various performance factors and include comments on strengths, areas for improvement, and goals.
2. Examples of performance review phrases to assess attitudes, creativity/innovation, and decision making.
3. The last page provides additional phrases for evaluating decision making skills both positively and areas needing improvement. The document provides a comprehensive template and guidance for conducting a warehouse delivery driver's performance review.
The document outlines the development of a gym management system, including an introduction describing the objectives and modules of the project, a literature review of existing systems and the languages that will be used, a requirements analysis, and plans for the design, coding, testing and future enhancement of the system.
Robert De Niro reflects on his 40-year career balancing iconic roles with business moves like bringing his Tribeca Film Festival to Doha. Christensen Yachts CEO Joe Foggia talks about working his way up from sweeping floors to becoming CEO at age 30 and guiding the company through the 2008 economic downturn by diversifying into renewable energy. Now demand is returning as Christensen builds for new international clients while maintaining their focus on quality custom yachts.
This document provides an overview of how to operate the Sony NX5U video camera. It covers topics such as attaching the battery and memory cards, switching between camera and playback modes, menu settings, and basic shooting techniques. The six chapters cover opening and closing the lens cover, capturing footage, composition and interviewing, sound equipment, lighting basics, and field production essentials.
The document contains monthly statistics on home robberies ("Robo a casa") in various municipalities in Mexico between 2008 and 2015. It shows totals for the metropolitan area of Monterrey (AMM), overall totals (Total), and totals for rural areas (Zona rural). Home robberies trended upward between 2008-2010 and downward after 2011. The municipalities of Apodaca, Guadalupe, and Monterrey typically had the highest incidence rates.
Keith F. Dyson has over 15 years of experience in telecommunications with a top secret security clearance. He currently works as a System Specialist at Saint Elizabeth Hospital, where he manages the security network system and troubleshoots issues. Prior to this, he held telecommunications roles at Verizon Federal Network Systems and the Department of Justice, gaining experience installing VOIP phones, fiber optic cables, and other secure communication systems.
The document provides information about resume samples, cover letters, interview questions, and other resources for a client coordinator position. It lists top resume types including chronological, functional, curriculum vitae, combination, targeted, professional, new graduate, and executive resumes. It also provides links to additional materials on resumes, cover letters, interview questions, dress code, case studies, closing statements, and other interview preparation resources for client coordinators.
A União Europeia está preocupada com o impacto ambiental do plástico descartável e planeja proibir itens como canudos, talheres e pratos de plástico até 2021 para reduzir os resíduos plásticos nos oceanos. A proibição afetará produtos de plástico de único uso que são comumente encontrados nas praias e águas da UE. Isso faz parte dos esforços da UE para tornar a economia mais circular e reduzir a poluição marinha.
Amrapali Verona Heights Located at Noida Extension Greater Noida West. Unbound convenience and affordable amenities at the Amrapali Verona Heights and hues of happiness to everyday mundane life.
The document provides an overview of useful materials for testing engineers seeking jobs, including resume samples, cover letters, interview questions and answers, and tips. It lists top resume formats like chronological, functional, curriculum vitae, combination, targeted, professional, and executive resumes. It also lists additional resources on interview preparation, common interview questions, dress codes, case studies, closing statements, and more. The materials are intended to help testing engineers develop strong resumes and interview effectively for jobs.
The document provides materials for evaluating the performance of a gym manager, including:
1) A 4-page job performance evaluation form for rating a gym manager's performance, with factors like administration, communication, decision-making, and customer service.
2) Links to additional online resources for performance appraisals, including sample forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
3) Examples of positive and negative phrases that could be used in a gym manager's performance review for areas such as attitude, creativity, and decision-making.
This document contains information about performance evaluation methods for a fitness manager, including examples of performance review phrases and key performance indicators. It discusses 12 common performance appraisal methods such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree feedback. For each method, it provides an overview and examples of how it can be used to evaluate a fitness manager's performance. The document aims to provide fitness managers and their supervisors with tools and resources to conduct meaningful performance reviews.
This document contains materials for evaluating the job performance of a fitness director, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, teamwork, and customer service.
2) A section with example phrases to use in a performance review for attributes like attitude, creativity, and decision-making.
3) Links to additional online resources for performance appraisals, including sample forms, methods, key performance indicators, and tips for self-evaluations.
The evaluation form and example phrases provide a framework and language for assessing a fitness director's work and identifying areas of strength and improvement.
This document provides information and resources for evaluating the job performance of a recreation assistant, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures. Performance is rated on a scale of outstanding to unsatisfactory.
2. Links to free eBooks and resources on performance appraisal methods, sample phrases, key performance indicators, and tips for writing self-appraisals.
3. Details and examples of the top 12 methods for evaluating a recreation assistant's performance, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree/multi-rater feedback.
The document provides materials for evaluating the job performance of a support officer, including:
1) A 4-page performance evaluation form with ratings and comments sections for evaluating an employee on factors like administration, communication, decision-making, and customer service.
2) A list of 6 online resources for performance appraisal materials like review phrases and forms.
3) 8 additional pages of sample performance review phrases for a support officer organized by topics like attitude, creativity, and decision-making.
The document provides information on performance evaluation methods for unit assistants, including examples of performance review phrases and key performance indicators. It discusses 12 common performance appraisal methods such as management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides an overview and examples of how it can be used to evaluate a unit assistant's performance. The document aims to provide human resources professionals with resources to help conduct thorough yet constructive performance reviews.
This document provides information and resources for training officer performance evaluations, including:
- A 4-page sample performance evaluation form with rating scales for various performance factors.
- Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators, and tips for writing self-appraisals.
- The top 12 methods for performance appraisal are described, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree/multi-rater feedback. Checklists and weighted checklists are also mentioned.
This document contains materials for evaluating the performance of a claims assistant, including:
1) A 4-page claims assistant performance evaluation form with ratings for various performance factors and space for comments.
2) Several phrases that could be used in a performance review for a claims assistant, covering areas 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 Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
The document provides information on performance evaluation methods for trainee auditors. It discusses 12 methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The document serves as a reference for selecting and understanding different approaches to evaluating a trainee auditor's job performance.
Engagement manager communication skills pdf free downloadmartinbilly11
This document provides tips for improving communication skills. It begins by recommending listening actively to fully understand others. It then discusses how presenters often overestimate how much an audience understands, so clear overcommunication is important. Later tips include avoiding overreliance on visual aids, engaging audiences through questions, soliciting honest feedback, and focusing on earning respect rather than laughs. The overall message is that strong communication requires understanding others, clearly conveying messages, and engaging audiences effectively.
Driver communication skills pdf free downloadmartinbilly11
This document provides tips to improve communication skills. It begins by emphasizing the importance of listening to understand others' perspectives. It then advises over-communicating key points since audiences often misunderstand more than expected. Presenters are cautioned against over-reliance on visual aids like PowerPoint, which can hinder communication. Engaging audiences through questions and discussions is recommended to maintain attention. The document stresses starting and ending presentations by restating the most important takeaways.
This document provides 13 tips for improving communication skills. The tips include learning to listen actively, over-communicating key points to ensure understanding, avoiding overreliance on visual aids, putting oneself in others' shoes to develop empathy, soliciting honest feedback to improve, engaging audiences in discussions, starting and ending presentations by restating key points, understanding the audience, and focusing on earning respect rather than laughs. The overall aim is to provide practical advice for effective communication.
This document provides 13 tips for improving communication skills. The tips include listening actively, over-communicating key points, avoiding overreliance on visual aids, putting oneself in others' shoes, engaging audiences, starting and ending with key points, understanding the audience, and focusing on earning respect rather than jokes. The overall message is that strong communication requires understanding others' perspectives, clearly conveying essential information, and adapting to different audiences.
Corporate security officer communication skills pdfmartinbilly11
This document provides 13 tips for improving communication skills as a corporate security officer. The tips include listening actively, over-communicating key points, avoiding overreliance on visual aids, putting oneself in others' shoes, engaging audiences, accepting public speaking fears, and focusing on earning respect rather than laughs. The document emphasizes clear and concise communication tailored to the audience.
Corporate receptionist communication skills pdfmartinbilly11
This document provides 13 tips for improving communication skills. The tips include listening actively, over-communicating key points, avoiding overreliance on visual aids, putting oneself in others' shoes, asking for honest feedback, engaging audiences, speaking directly with others rather than writing, accepting fears of public speaking, starting and ending with key points, using the PIP (Purpose, Importance, Preview) structure, getting to know the audience, and focusing on earning respect rather than laughs. The document is from a website that provides resources for improving communication and management skills.
This document contains materials for evaluating the performance of a theatre assistant, including:
1) A 4-page job performance evaluation form with ratings for various performance factors and space for comments.
2) Several pages of example phrases to use in a performance review for areas 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.
Ob gyn medical assistant performance appraisalmartinbilly11
Ob gyn medical assistant job description,Ob gyn medical assistant goals & objectives,Ob gyn medical assistant KPIs & KRAs,Ob gyn medical assistant self appraisal
Medical records assistant performance appraisalmartinbilly11
Medical records assistant job description,Medical records assistant goals & objectives,Medical records assistant KPIs & KRAs,Medical records assistant self appraisal
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
3. Job Performance Evaluation Form Page 3
I. Gym assistant 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
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II. Gym assistant performance phrases
1.Attitude Performance Review Examples – gym assistant
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 gym assistant
Positive review
Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
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Negative review
Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – gym assistant
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 – gym assistant
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
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Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – gym assistant
Positive review
Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
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6.Teamwork Skills Performance Appraisal Phrases – gym assistant
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
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III.Top 12 methods for gym assistant 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.
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MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
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2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
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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.
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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.
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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)
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4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
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5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
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Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
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6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
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Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
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• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
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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.
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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.
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8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
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Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
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9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
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10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
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Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
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11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
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Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
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Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…