The list of distractions in the home environment can be never ending and it can make you feel like you can never get any work done. Time management is an essential skill for any employee, but it becomes even more critical as you make the transition to working from home where distractions and temptations to slack off are a tenacious enemy.
This is my first Share in SlideShare and i hope to be helpful.
Procrastination is a big problem we face...
Welcome for any feedback about the presentation..
The document discusses time management and its importance. It states that time management is key to efficient working and involves proper planning, goal setting, effective scheduling, prioritizing tasks, organizing work, delegating tasks, analyzing spent time, and staying focused. Good time management increases productivity, helps prioritize and achieve better results, creates discipline, reduces stress, allows for better decisions, and helps one work smarter to achieve success. Poor time management leads to procrastination, lack of planning, poor decision making, increased stress, and lack of focus. The document provides tips for effective time management such as planning, prioritizing, setting SMART goals, communicating, breaking down tasks, working on deadlines, delegating, and reviewing
Time management is important for productivity and work-life balance. It involves consciously controlling how time is spent on tasks to increase efficiency. Key aspects of time management include setting priorities, using planning tools, scheduling time appropriately, getting organized, delegating tasks, and avoiding procrastination. The document provides tips for eliminating time wasters and setting goals that are specific, measurable, attainable, realistic and tangible.
This document summarizes a workshop on learning how to search and evaluate online information. The workshop, led by Dr. Rafael Scapin, covered techniques for effectively searching, gathering, and evaluating information found online. It provided tips on developing search strategies, using keywords and boolean operators to broaden or narrow searches, and specialized search engines for images, news, books and other media. The goal was to help participants better navigate the large amount of information available and identify the most relevant sources.
In this file, you can ref useful information about performance appraisal job knowledge such as performance appraisal job knowledge methods, performance appraisal job knowledge tips, performance appraisal job knowledge forms, performance appraisal job knowledge phrases … If you need more assistant for performance appraisal job knowledge, please leave your comment at the end of file.
The list of distractions in the home environment can be never ending and it can make you feel like you can never get any work done. Time management is an essential skill for any employee, but it becomes even more critical as you make the transition to working from home where distractions and temptations to slack off are a tenacious enemy.
This is my first Share in SlideShare and i hope to be helpful.
Procrastination is a big problem we face...
Welcome for any feedback about the presentation..
The document discusses time management and its importance. It states that time management is key to efficient working and involves proper planning, goal setting, effective scheduling, prioritizing tasks, organizing work, delegating tasks, analyzing spent time, and staying focused. Good time management increases productivity, helps prioritize and achieve better results, creates discipline, reduces stress, allows for better decisions, and helps one work smarter to achieve success. Poor time management leads to procrastination, lack of planning, poor decision making, increased stress, and lack of focus. The document provides tips for effective time management such as planning, prioritizing, setting SMART goals, communicating, breaking down tasks, working on deadlines, delegating, and reviewing
Time management is important for productivity and work-life balance. It involves consciously controlling how time is spent on tasks to increase efficiency. Key aspects of time management include setting priorities, using planning tools, scheduling time appropriately, getting organized, delegating tasks, and avoiding procrastination. The document provides tips for eliminating time wasters and setting goals that are specific, measurable, attainable, realistic and tangible.
This document summarizes a workshop on learning how to search and evaluate online information. The workshop, led by Dr. Rafael Scapin, covered techniques for effectively searching, gathering, and evaluating information found online. It provided tips on developing search strategies, using keywords and boolean operators to broaden or narrow searches, and specialized search engines for images, news, books and other media. The goal was to help participants better navigate the large amount of information available and identify the most relevant sources.
In this file, you can ref useful information about performance appraisal job knowledge such as performance appraisal job knowledge methods, performance appraisal job knowledge tips, performance appraisal job knowledge forms, performance appraisal job knowledge phrases … If you need more assistant for performance appraisal job knowledge, please leave your comment at the end of file.
The document contains 3 lesson plans for teaching computer studies to grade 8 students. The lessons cover introductions to computer terminology, types of computers, and the main parts of a computer. The first lesson defines terms like hardware, software, data, information and ICT. The second lesson discusses types of computers like desktops, laptops, PDAs and mainframes. The third lesson identifies the main computer parts like the CPU, monitor, keyboard and mouse and defines hardware and software.
This document discusses digital devices and provides details about various types of digital devices. It begins by defining digital devices and noting that they are found everywhere and how they connect and work together. It then lists and describes common types of digital devices including computers, mobile phones, tablets, cameras, home entertainment systems, navigation aids, and home automation devices. For computers, it discusses definitions, components, types and parts. It also provides details about other specific devices like smartphones, tablets, cameras and more. It concludes by discussing key features of digital devices.
This document contains materials for evaluating the performance of a quality assurance team lead, including:
1) A sample performance evaluation form with ratings definitions and factors like administration, communication, decision-making, and customer service.
2) Examples of strength/improvement statements and a plan of action.
3) A section on performance review phrases divided into attitudes, creativity/innovation, and decision-making. The phrases provide positive and negative examples that could be used in a performance review.
Procrastination involves putting off tasks that need to be completed. It can lead students to feel guilty, inadequate, depressed, and doubt themselves. Around 20% of people chronically procrastinate to avoid difficult tasks. Common reasons students procrastinate include fear of failure, perfectionism, preferring last minute work, lack of interest, and taking on too much. Procrastination can result in poor performance, wasted time, missed opportunities, panic and anxiety. Overcoming procrastination involves recognizing the problem, identifying causes, getting organized, breaking tasks into smaller parts, eliminating distractions, not expecting perfection, getting support, and rewarding accomplishments.
This document outlines plans for a pilot learning management system (LMS) project at a company to help advance its talent management strategies. The project aims to gain experience using an LMS, understand its impact, and prepare for enterprise-wide rollout. Key steps include designing and testing the LMS with pilot courses for 200 users, and evaluating results to decide next steps. Risks like unclear responsibilities and lack of user preparedness are identified. Change management is seen as critical, starting small and communicating the benefits of the LMS.
The document outlines occupational health and safety policies and procedures for working with computer systems. It states that safety practices should be learned and adhered to when working with electrical devices like computers. The basis for safety begins with following the organization's OHS policies. It provides several precautionary measures for personal safety like wearing non-conductive shoes, not working on powered components, removing jewelry, avoiding water, and handling components by the edges.
The document discusses current and emerging trends in information technology. It covers the following trends:
1. Current trends include cloud computing, mobile computing/applications, big data analytics, and automation. Cloud computing allows access to shared resources over the internet. Mobile usage and applications have increased dramatically in recent years. Big data allows analysis of large datasets for business insights. Automation using machine processes can increase productivity.
2. Emerging trends discussed are artificial intelligence/smart machines, virtual reality, augmented reality, the internet of things, and 5G wireless technology. AI includes applications like expert systems, natural language processing, computer vision and robotics. Virtual and augmented reality involve simulated and enhanced digital environments. The internet of things connects
The document discusses various methods of food preservation such as heating, freezing, drying, fermentation, and use of chemicals. It provides examples of each preservation method and how they work to prevent spoilage by inhibiting bacterial growth. Students are then assigned group work and an individual assignment to research and propose a food preservation process.
Task management involves planning, tracking, and reporting tasks to help ensure they are completed on time. It focuses on managing individual tasks rather than full projects. Key aspects of task management include identifying the most important tasks (MITs) to focus on each day, achieving "inbox zero" by processing all emails as they come in, and using tools like Wunderlist to organize tasks, share lists with others, and mark items as complete. Wunderlist is a popular task management app that makes it easy to create and prioritize to-do lists across devices.
The document presents information on various web browsers:
1) It discusses several popular web browsers including Google Chrome, Mozilla Firefox, Opera, Internet Explorer, and Safari.
2) It provides details on each browser such as their developers, engines, supported languages, features, and differences between them.
3) The browsers are compared based on aspects like operating system support, usage statistics, security vulnerabilities, internationalization support, and additional features like search facilities and speed dial.
Productivity software includes applications like word processors, spreadsheets, databases, and presentation software. It is used by almost everyone with a computer to increase productivity. Word processors help create documents, spreadsheets allow analysis of data and creation of graphs/charts, presentation software aids visual communication, and database software organizes information. Productivity suites bundle these applications together. Popular suites include Microsoft Office and free web-based options. Productivity software enhances business performance and is essential for computer fluency in education and work.
Time management and stress management by gmkMohan Kumar G
Time Management and Stress Management.
This is a Power Point Presentation, prepared to present on Induction Programme event at Govt. Polytechnic, Nagamangala, Mandya, on 12-10-2021
The document discusses strategies for effective time management. It outlines techniques for prioritizing tasks, overcoming procrastination, and spending time on important versus urgent activities. Key aspects of effective time management include planning, setting priorities, breaking large tasks into smaller pieces, rewarding non-procrastinating behavior, and focusing on important tasks rather than getting distracted by less critical urgent matters.
This presentations is about time management, how one can improve their time, what are those things/activities one should avoid. And some important Tips and Tools.
www.howledge.blogspot.com
Software for home, personal, and educational usearietskee
This document discusses various types of personal software applications used by individuals and small businesses. It provides examples of software for personal finance management, desktop publishing, photo editing, video editing, mapping, reference materials, dictionaries, typing tutors, mathematical programming, and online learning management systems. For each category, one or two specific applications are mentioned, along with brief personal experiences or opinions about using the software.
Managing time effectively requires setting goals, making a schedule, and revising plans as needed. Setting specific short-term and long-term goals helps prioritize tasks. Scheduling time for responsibilities, studying, classes, and breaks allows for a balanced life. Revisiting schedules identifies time wasters and procrastination that can be addressed to maximize productivity. Regularly reviewing and updating plans keeps students on track to achieving their goals.
This document defines data and explains why researchers should care about properly managing their data. It defines data as a formalized representation of information suitable for communication, interpretation, or processing. The document notes that data can be fragile and lost if not properly stored and organized. Specifically, data could be destroyed in a fire or other incident. It also states that without good data management, researchers may not be able to find important information they need later. Finally, it explains that a researcher's data is part of their legacy and should be sent into the future by being properly preserved and accessible.
The document discusses the inner workings of the Google search engine. It begins with facts about Google's founding and history. It then explains the basic components of how any search engine works, including web crawlers that index pages, and how keywords are matched to search results. The bulk of the document focuses on Google's specific architecture, including its web crawler called Googlebot, its indexer that catalogs words in a database, and its query processor that matches searches to relevant pages based on factors like PageRank. It also discusses related topics like search engine optimization techniques and using "Google digging" to refine searches.
Google Apps is a suite of cloud-based productivity and collaboration tools, including Gmail, Google Calendar, Google Docs, Google Drive, and Google Sites, provided by Google. It was originally developed by Rajen Sheth, a Google employee, who later developed Chromebooks. Google Apps allows users to use customizable versions of these Google products with a custom domain name.
The document contains 3 lesson plans for teaching computer studies to grade 8 students. The lessons cover introductions to computer terminology, types of computers, and the main parts of a computer. The first lesson defines terms like hardware, software, data, information and ICT. The second lesson discusses types of computers like desktops, laptops, PDAs and mainframes. The third lesson identifies the main computer parts like the CPU, monitor, keyboard and mouse and defines hardware and software.
This document discusses digital devices and provides details about various types of digital devices. It begins by defining digital devices and noting that they are found everywhere and how they connect and work together. It then lists and describes common types of digital devices including computers, mobile phones, tablets, cameras, home entertainment systems, navigation aids, and home automation devices. For computers, it discusses definitions, components, types and parts. It also provides details about other specific devices like smartphones, tablets, cameras and more. It concludes by discussing key features of digital devices.
This document contains materials for evaluating the performance of a quality assurance team lead, including:
1) A sample performance evaluation form with ratings definitions and factors like administration, communication, decision-making, and customer service.
2) Examples of strength/improvement statements and a plan of action.
3) A section on performance review phrases divided into attitudes, creativity/innovation, and decision-making. The phrases provide positive and negative examples that could be used in a performance review.
Procrastination involves putting off tasks that need to be completed. It can lead students to feel guilty, inadequate, depressed, and doubt themselves. Around 20% of people chronically procrastinate to avoid difficult tasks. Common reasons students procrastinate include fear of failure, perfectionism, preferring last minute work, lack of interest, and taking on too much. Procrastination can result in poor performance, wasted time, missed opportunities, panic and anxiety. Overcoming procrastination involves recognizing the problem, identifying causes, getting organized, breaking tasks into smaller parts, eliminating distractions, not expecting perfection, getting support, and rewarding accomplishments.
This document outlines plans for a pilot learning management system (LMS) project at a company to help advance its talent management strategies. The project aims to gain experience using an LMS, understand its impact, and prepare for enterprise-wide rollout. Key steps include designing and testing the LMS with pilot courses for 200 users, and evaluating results to decide next steps. Risks like unclear responsibilities and lack of user preparedness are identified. Change management is seen as critical, starting small and communicating the benefits of the LMS.
The document outlines occupational health and safety policies and procedures for working with computer systems. It states that safety practices should be learned and adhered to when working with electrical devices like computers. The basis for safety begins with following the organization's OHS policies. It provides several precautionary measures for personal safety like wearing non-conductive shoes, not working on powered components, removing jewelry, avoiding water, and handling components by the edges.
The document discusses current and emerging trends in information technology. It covers the following trends:
1. Current trends include cloud computing, mobile computing/applications, big data analytics, and automation. Cloud computing allows access to shared resources over the internet. Mobile usage and applications have increased dramatically in recent years. Big data allows analysis of large datasets for business insights. Automation using machine processes can increase productivity.
2. Emerging trends discussed are artificial intelligence/smart machines, virtual reality, augmented reality, the internet of things, and 5G wireless technology. AI includes applications like expert systems, natural language processing, computer vision and robotics. Virtual and augmented reality involve simulated and enhanced digital environments. The internet of things connects
The document discusses various methods of food preservation such as heating, freezing, drying, fermentation, and use of chemicals. It provides examples of each preservation method and how they work to prevent spoilage by inhibiting bacterial growth. Students are then assigned group work and an individual assignment to research and propose a food preservation process.
Task management involves planning, tracking, and reporting tasks to help ensure they are completed on time. It focuses on managing individual tasks rather than full projects. Key aspects of task management include identifying the most important tasks (MITs) to focus on each day, achieving "inbox zero" by processing all emails as they come in, and using tools like Wunderlist to organize tasks, share lists with others, and mark items as complete. Wunderlist is a popular task management app that makes it easy to create and prioritize to-do lists across devices.
The document presents information on various web browsers:
1) It discusses several popular web browsers including Google Chrome, Mozilla Firefox, Opera, Internet Explorer, and Safari.
2) It provides details on each browser such as their developers, engines, supported languages, features, and differences between them.
3) The browsers are compared based on aspects like operating system support, usage statistics, security vulnerabilities, internationalization support, and additional features like search facilities and speed dial.
Productivity software includes applications like word processors, spreadsheets, databases, and presentation software. It is used by almost everyone with a computer to increase productivity. Word processors help create documents, spreadsheets allow analysis of data and creation of graphs/charts, presentation software aids visual communication, and database software organizes information. Productivity suites bundle these applications together. Popular suites include Microsoft Office and free web-based options. Productivity software enhances business performance and is essential for computer fluency in education and work.
Time management and stress management by gmkMohan Kumar G
Time Management and Stress Management.
This is a Power Point Presentation, prepared to present on Induction Programme event at Govt. Polytechnic, Nagamangala, Mandya, on 12-10-2021
The document discusses strategies for effective time management. It outlines techniques for prioritizing tasks, overcoming procrastination, and spending time on important versus urgent activities. Key aspects of effective time management include planning, setting priorities, breaking large tasks into smaller pieces, rewarding non-procrastinating behavior, and focusing on important tasks rather than getting distracted by less critical urgent matters.
This presentations is about time management, how one can improve their time, what are those things/activities one should avoid. And some important Tips and Tools.
www.howledge.blogspot.com
Software for home, personal, and educational usearietskee
This document discusses various types of personal software applications used by individuals and small businesses. It provides examples of software for personal finance management, desktop publishing, photo editing, video editing, mapping, reference materials, dictionaries, typing tutors, mathematical programming, and online learning management systems. For each category, one or two specific applications are mentioned, along with brief personal experiences or opinions about using the software.
Managing time effectively requires setting goals, making a schedule, and revising plans as needed. Setting specific short-term and long-term goals helps prioritize tasks. Scheduling time for responsibilities, studying, classes, and breaks allows for a balanced life. Revisiting schedules identifies time wasters and procrastination that can be addressed to maximize productivity. Regularly reviewing and updating plans keeps students on track to achieving their goals.
This document defines data and explains why researchers should care about properly managing their data. It defines data as a formalized representation of information suitable for communication, interpretation, or processing. The document notes that data can be fragile and lost if not properly stored and organized. Specifically, data could be destroyed in a fire or other incident. It also states that without good data management, researchers may not be able to find important information they need later. Finally, it explains that a researcher's data is part of their legacy and should be sent into the future by being properly preserved and accessible.
The document discusses the inner workings of the Google search engine. It begins with facts about Google's founding and history. It then explains the basic components of how any search engine works, including web crawlers that index pages, and how keywords are matched to search results. The bulk of the document focuses on Google's specific architecture, including its web crawler called Googlebot, its indexer that catalogs words in a database, and its query processor that matches searches to relevant pages based on factors like PageRank. It also discusses related topics like search engine optimization techniques and using "Google digging" to refine searches.
Google Apps is a suite of cloud-based productivity and collaboration tools, including Gmail, Google Calendar, Google Docs, Google Drive, and Google Sites, provided by Google. It was originally developed by Rajen Sheth, a Google employee, who later developed Chromebooks. Google Apps allows users to use customizable versions of these Google products with a custom domain name.
Front desk representative performance appraisalruudvations
This document contains materials for evaluating the performance of a front desk representative, including:
1. A multi-page performance evaluation form with ratings scales for evaluating various job duties and an overall performance rating.
2. Links to online resources for performance appraisal phrases, forms, and best practices.
3. Sections for documenting employee strengths, areas for improvement, and development goals.
The evaluation form provides a structured way to assess the front desk representative's skills in areas like administration, communication, customer service, and decision-making. The accompanying resources offer sample language to help evaluate and provide feedback on performance.
This document provides information and resources for evaluating the performance of an executive associate, including:
1. A sample performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, performance ratings, and signatures.
2. Examples of phrases to use in a performance review covering topics like attitude, creativity, decision-making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods for conducting a performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of an apprenticeship coordinator. It includes:
1. A sample job performance evaluation form with rating scales to assess an apprenticeship coordinator's performance, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases to describe an apprenticeship coordinator's attitude, creativity, decision-making, interpersonal skills, problem-solving, teamwork and other skills.
3. An overview of the top 12 methods for conducting a performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback.
Associate executive director performance appraisalkillerwarent
This document provides information and resources for evaluating the performance of an associate executive director, including:
1. A sample performance evaluation form with ratings in key areas like administration, communication, decision-making, and a section for comments.
2. Examples of phrases to use in evaluating an associate executive director's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
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.
First assistant director performance appraisalrosiebrooks030
First assistant director job description,First assistant director goals & objectives,First assistant director KPIs & KRAs,First assistant director self appraisal
This document provides information and materials for evaluating the performance of a regulatory affairs assistant, including:
1. A sample performance evaluation form with ratings and factors to evaluate things like administration, communication, teamwork, and customer service.
2. Examples of performance review phrases to assess attitudes, creativity, decision-making, interpersonal skills, and problem-solving.
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.
Chief executive director performance appraisalrosiebrooks030
Chief executive director job description,Chief executive director goals & objectives,Chief executive director KPIs & KRAs,Chief executive director self appraisal
This document provides information and resources for evaluating the performance of an executive liaison, including:
1. A sample job performance evaluation form with ratings, factors, and sections for comments.
2. Examples of performance review phrases for an executive liaison's attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for conducting an executive liaison's performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Field service coordinator performance appraisaldylanmalone752
Field service coordinator job description, Field service coordinator goals & objectives, Field service coordinator KPIs & KRAs, Field service coordinator self appraisal
This document provides information and materials for evaluating the performance of an HR training coordinator, including:
1. A sample performance evaluation form with ratings, factors, and sections for comments.
2. Examples of performance review phrases for an HR training coordinator's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
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Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
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Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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2. Useful performance appraisal materials for labour relations officer:
• performanceappraisal360.com/free-ebook-2456-phrases-for-performance-
appraisals
• performanceappraisal360.com/free-65-performance-appraisal-forms
• performanceappraisal360.com/free-ebook-top-12-methods-for-performance-
appraisal
• performanceappraisal360.com/free-ebook-top-15-secrets-to-set-up-
performance-management-system
• performanceappraisal360.com/free-ebook-2436-KPI-samples/
• performanceappraisal360.com/free-ebook-top -9-tips-to-writing-a-winning-
self-appraisal
• Labour relations officer job description
• Labour relations officer goals & objectives
• Labour relations officer KPIs & KRAs
• Labour relations officer self appraisal
Job Performance Evaluation Form
Page 2
3. I. Labour relations officer 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).
Outstanding
Job Performance Evaluation Form
Page 3
4. Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Exceeds Expectations
Meets Expectations
Below Expectations
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
Below Expectations
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
Below Expectations
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
Below Expectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
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
Below Expectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Outstanding
Job Performance Evaluation Form
Page 4
5. Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Exceeds Expectations
Meets Expectations
Below Expectations
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
Below Expectations
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
Below Expectations
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
Below Expectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
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
Below Expectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Job Performance Evaluation Form
Page 5
6. B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS: Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
Job Performance Evaluation Form
Page 6
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 the employee was
given the opportunity to discuss the official review with the supervisor.)
Evaluated by Date
Reviewed by Date
Job Performance Evaluation Form
Page 7
8. II. Labour relations officer performance phrases
1.Attitude Performance Review Examples – labour relations officer
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 labour relations officer
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.
Job Performance Evaluation Form
Page 8
9. • Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
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 – labour relations officer
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 Review Phrases – labour relations officer
Positive review
Job Performance Evaluation Form
Page 9
10. • 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.
• 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 – labour relations officer
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.
Job Performance Evaluation Form
Page 10
11. 6.Teamwork Skills Performance Appraisal Phrases – labour relations officer
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.
Job Performance Evaluation Form
Page 11
12. III.Top 12 methods for labour relations officer 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
Job Performance Evaluation Form
Page 12
13. 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.
-----------------------------
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)
Job Performance Evaluation Form
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14. -----------------------------
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.
-----------------------------
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
Job Performance Evaluation Form
Page 14
15. 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.
• 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.
Job Performance Evaluation Form
Page 15
16. 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.
-----------------------------
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.
Job Performance Evaluation Form
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17. • 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.
-----------------------------
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.
Job Performance Evaluation Form
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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…
Job Performance Evaluation Form
Page 18