This document provides information and resources for conducting a lead artist performance appraisal, including:
1. A sample lead artist performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating an employee's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for lead artist performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document contains a job performance evaluation form for evaluating a junior software engineer. It includes sections for reviewing the employee's performance based on defined rating criteria, identifying strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures to finalize the evaluation. Rating criteria cover areas like administration, communication, teamwork, decision-making, customer responsiveness, and safety. Sample phrases are provided to help evaluate performance in attitudes, creativity/innovation, and decision-making. The form appears to be a comprehensive tool for conducting a formal job performance review for a junior software engineer.
Technology support specialist performance appraisalluisshahara11
This document provides information and materials for evaluating the performance of a technology support specialist, including:
1. A sample performance evaluation form with ratings in key areas like administration, communication, and customer service.
2. Examples of performance review phrases for attributes like attitude, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, and 360 degree feedback.
Client service manager performance appraisalwilliamconrad3
Client service manager job description,Client service manager goals & objectives,Client service manager KPIs & KRAs,Client service manager self appraisal
This document provides materials for evaluating the job performance of a facilities officer, including:
- Six links to free ebooks and resources on performance appraisal phrases, forms, methods, and key performance indicators.
- Sections for a facilities officer job description, goals, key performance indicators, and self-appraisal.
- An eight-page job performance evaluation form addressing planning and results, 16 performance factors, employee strengths and areas for improvement, a performance improvement plan, and signatures.
- A section with example performance review phrases for a facilities officer's attitude, creativity/innovation, and decision-making.
This document contains a job performance evaluation form for evaluating a junior software engineer. It includes sections for reviewing the employee's performance based on defined rating criteria, identifying strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures to finalize the evaluation. Rating criteria cover areas like administration, communication, teamwork, decision-making, customer responsiveness, and safety. Sample phrases are provided to help evaluate performance in attitudes, creativity/innovation, and decision-making. The form appears to be a comprehensive tool for conducting a formal job performance review for a junior software engineer.
Technology support specialist performance appraisalluisshahara11
This document provides information and materials for evaluating the performance of a technology support specialist, including:
1. A sample performance evaluation form with ratings in key areas like administration, communication, and customer service.
2. Examples of performance review phrases for attributes like attitude, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, and 360 degree feedback.
Client service manager performance appraisalwilliamconrad3
Client service manager job description,Client service manager goals & objectives,Client service manager KPIs & KRAs,Client service manager self appraisal
This document provides materials for evaluating the job performance of a facilities officer, including:
- Six links to free ebooks and resources on performance appraisal phrases, forms, methods, and key performance indicators.
- Sections for a facilities officer job description, goals, key performance indicators, and self-appraisal.
- An eight-page job performance evaluation form addressing planning and results, 16 performance factors, employee strengths and areas for improvement, a performance improvement plan, and signatures.
- A section with example performance review phrases for a facilities officer's attitude, creativity/innovation, and decision-making.
Sample performance appraisal questions and answersmariavernon59
In this file, you can ref useful information about sample performance appraisal questions and answers such as sample performance appraisal questions and answers methods
This document provides information and resources for evaluating the performance of an import clerk, including:
- Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
- A sample job performance evaluation form spanning 8 pages with sections to rate performance factors, employee strengths/accomplishments, areas for improvement, and a review of job descriptions and goals.
- Examples of performance review phrases for an import clerk that address factors like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- An overview of 12 common performance appraisal methods for an import clerk like management by objectives, critical incident, behaviorally anchored rating scales, and
Administration team leader performance appraisalvictorluxman
This document provides information and resources for evaluating the performance of an administration team leader, including:
1. A sample job performance evaluation form with ratings in key areas like administration, communication, and decision-making.
2. Examples of positive and negative phrases to use in evaluations for areas such as attitude, creativity, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident reviews, and 360-degree feedback.
This document contains materials for evaluating the job performance of a functional consultant, including:
1) A 4-page performance evaluation form with ratings for various performance factors and sections for comments.
2) A list of additional online resources for performance appraisals, including sample phrases, forms, and guides.
3) An 8-page section with example performance review phrases for evaluating a functional consultant's attitude, creativity, decision-making, and other skills.
The document provides a comprehensive template and resources for conducting a full performance review of a functional consultant's work.
This document provides a job performance evaluation form for a property management assistant. It includes sections for evaluating performance factors, strengths and accomplishments, areas for improvement, and a plan for improved performance. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes examples of performance review phrases to assess different aspects of job performance such as attitude, creativity, decision-making, and more. Instructions are provided on how to complete the evaluation and have the employee sign off on it.
Customer service manager job description,Customer service manager goals & objectives,Customer service manager KPIs & KRAs,Customer service manager self appraisal
This document provides information and resources for evaluating the performance of an HR specialist. It includes:
1. A 4-page job performance evaluation form for rating an HR specialist's performance, with factors like administration, communication, decision-making, and customer service.
2. Examples of positive and negative performance review phrases for an HR specialist for attributes like attitude, creativity, decision-making, and problem-solving.
3. An overview of the top 12 methods for performance evaluation, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Clinical medical assistant perfomance appraisal 2tonychoper204
This document contains information about performance evaluation forms and methods for clinical medical assistants. It includes a sample job performance evaluation form with sections for performance planning and review, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various skills and traits as well as descriptions of common performance appraisal methods like management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document serves as a reference for effectively evaluating clinical medical assistant job performance.
This document contains materials for evaluating the job performance of a paralegal assistant, including:
1) A 4-page performance evaluation form with ratings for various job duties and an overall performance rating.
2) Links to additional online resources for performance evaluations, including sample phrases, forms, and guides.
3) A section with examples of performance review phrases for evaluating attributes like attitude, creativity, and decision-making.
The document provides supervisors with a comprehensive form and supplemental materials for conducting a thorough job performance review of a paralegal assistant.
Medical office administrative assistant performance appraisalEmmanuelPetit678
This document provides information and resources for evaluating the job performance of a medical office administrative assistant. It includes sample evaluation forms, performance rating definitions, and descriptions of common performance appraisal methods. The forms allow supervisors to rate assistants on key job duties and behaviors using scales. Suggested methods for appraising performance include management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Resources for developing goals, key performance indicators, and writing self-appraisals are also referenced.
This document contains materials for evaluating the performance of a head hostess, including:
1. A multi-page performance appraisal form for rating the head hostess on various job duties and behaviors.
2. Links to online resources for additional performance appraisal materials like review phrases, forms, and tips.
3. Sections in the appraisal form for commenting on the employee's strengths, areas for improvement, and developing a plan to improve performance.
4. Spaces for comments from both the employee and their manager.
The overall document provides a comprehensive template for formally reviewing and documenting the work performance of a head hostess.
Heavy truck driver performance appraisalkenyaphatom
This document contains materials for evaluating the job performance of a heavy truck driver, including:
1) A multi-page performance evaluation form that rates drivers on various criteria like administration, communication, safety, and includes sections for strengths, areas for improvement, and signatures.
2) Examples of performance review phrases for evaluating a driver's attitude, creativity, and decision-making.
3) Links to additional online resources for performance appraisals, including forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
This document contains materials for evaluating an engineer's job performance, including:
1. A 4-page performance evaluation form for rating an engineer on factors like administration, knowledge, communication, and more. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. A list of 6 effective performance appraisal methods for engineers, such as management by objectives, critical incident method, and 360 degree feedback.
3. Sample phrases for writing performance reviews on various skills and traits, both positive and negative, for things like attitude, creativity, decision-making, and teamwork.
The document provides a comprehensive template and guidance for conducting a thorough job performance review for an engineer.
Hotel housekeeping supervisor performance appraisalDavidJames345
This document provides information on various performance evaluation methods that can be used to evaluate a hotel housekeeping supervisor. It discusses 12 different 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 brief overview and highlights some key advantages and disadvantages. The overall document serves as a reference for selecting and understanding different approaches that can be taken to appraising a hotel housekeeping supervisor's job performance.
This document provides information and resources for evaluating the performance of an art handler, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, signature approvals, and a job description review.
2. Examples of performance review phrases for an art handler, organized by topics like attitude, creativity, decision-making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods for conducting a performance appraisal for an art handler, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the performance of an art editor, including:
1. A multi-page performance evaluation form for rating an art editor on various criteria like administration, communication, decision-making, and listing their strengths and areas for improvement.
2. Links to online resources for performance appraisal materials like phrases, forms, and tips for writing self-appraisals.
3. Examples of performance review phrases for an art editor's attitude, creativity, and decision-making skills.
The document provides a comprehensive template and resources for conducting a thorough performance review of an art editor.
Sample performance appraisal questions and answersmariavernon59
In this file, you can ref useful information about sample performance appraisal questions and answers such as sample performance appraisal questions and answers methods
This document provides information and resources for evaluating the performance of an import clerk, including:
- Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
- A sample job performance evaluation form spanning 8 pages with sections to rate performance factors, employee strengths/accomplishments, areas for improvement, and a review of job descriptions and goals.
- Examples of performance review phrases for an import clerk that address factors like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- An overview of 12 common performance appraisal methods for an import clerk like management by objectives, critical incident, behaviorally anchored rating scales, and
Administration team leader performance appraisalvictorluxman
This document provides information and resources for evaluating the performance of an administration team leader, including:
1. A sample job performance evaluation form with ratings in key areas like administration, communication, and decision-making.
2. Examples of positive and negative phrases to use in evaluations for areas such as attitude, creativity, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident reviews, and 360-degree feedback.
This document contains materials for evaluating the job performance of a functional consultant, including:
1) A 4-page performance evaluation form with ratings for various performance factors and sections for comments.
2) A list of additional online resources for performance appraisals, including sample phrases, forms, and guides.
3) An 8-page section with example performance review phrases for evaluating a functional consultant's attitude, creativity, decision-making, and other skills.
The document provides a comprehensive template and resources for conducting a full performance review of a functional consultant's work.
This document provides a job performance evaluation form for a property management assistant. It includes sections for evaluating performance factors, strengths and accomplishments, areas for improvement, and a plan for improved performance. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes examples of performance review phrases to assess different aspects of job performance such as attitude, creativity, decision-making, and more. Instructions are provided on how to complete the evaluation and have the employee sign off on it.
Customer service manager job description,Customer service manager goals & objectives,Customer service manager KPIs & KRAs,Customer service manager self appraisal
This document provides information and resources for evaluating the performance of an HR specialist. It includes:
1. A 4-page job performance evaluation form for rating an HR specialist's performance, with factors like administration, communication, decision-making, and customer service.
2. Examples of positive and negative performance review phrases for an HR specialist for attributes like attitude, creativity, decision-making, and problem-solving.
3. An overview of the top 12 methods for performance evaluation, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Clinical medical assistant perfomance appraisal 2tonychoper204
This document contains information about performance evaluation forms and methods for clinical medical assistants. It includes a sample job performance evaluation form with sections for performance planning and review, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various skills and traits as well as descriptions of common performance appraisal methods like management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document serves as a reference for effectively evaluating clinical medical assistant job performance.
This document contains materials for evaluating the job performance of a paralegal assistant, including:
1) A 4-page performance evaluation form with ratings for various job duties and an overall performance rating.
2) Links to additional online resources for performance evaluations, including sample phrases, forms, and guides.
3) A section with examples of performance review phrases for evaluating attributes like attitude, creativity, and decision-making.
The document provides supervisors with a comprehensive form and supplemental materials for conducting a thorough job performance review of a paralegal assistant.
Medical office administrative assistant performance appraisalEmmanuelPetit678
This document provides information and resources for evaluating the job performance of a medical office administrative assistant. It includes sample evaluation forms, performance rating definitions, and descriptions of common performance appraisal methods. The forms allow supervisors to rate assistants on key job duties and behaviors using scales. Suggested methods for appraising performance include management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Resources for developing goals, key performance indicators, and writing self-appraisals are also referenced.
This document contains materials for evaluating the performance of a head hostess, including:
1. A multi-page performance appraisal form for rating the head hostess on various job duties and behaviors.
2. Links to online resources for additional performance appraisal materials like review phrases, forms, and tips.
3. Sections in the appraisal form for commenting on the employee's strengths, areas for improvement, and developing a plan to improve performance.
4. Spaces for comments from both the employee and their manager.
The overall document provides a comprehensive template for formally reviewing and documenting the work performance of a head hostess.
Heavy truck driver performance appraisalkenyaphatom
This document contains materials for evaluating the job performance of a heavy truck driver, including:
1) A multi-page performance evaluation form that rates drivers on various criteria like administration, communication, safety, and includes sections for strengths, areas for improvement, and signatures.
2) Examples of performance review phrases for evaluating a driver's attitude, creativity, and decision-making.
3) Links to additional online resources for performance appraisals, including forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
This document contains materials for evaluating an engineer's job performance, including:
1. A 4-page performance evaluation form for rating an engineer on factors like administration, knowledge, communication, and more. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. A list of 6 effective performance appraisal methods for engineers, such as management by objectives, critical incident method, and 360 degree feedback.
3. Sample phrases for writing performance reviews on various skills and traits, both positive and negative, for things like attitude, creativity, decision-making, and teamwork.
The document provides a comprehensive template and guidance for conducting a thorough job performance review for an engineer.
Hotel housekeeping supervisor performance appraisalDavidJames345
This document provides information on various performance evaluation methods that can be used to evaluate a hotel housekeeping supervisor. It discusses 12 different 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 brief overview and highlights some key advantages and disadvantages. The overall document serves as a reference for selecting and understanding different approaches that can be taken to appraising a hotel housekeeping supervisor's job performance.
This document provides information and resources for evaluating the performance of an art handler, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, signature approvals, and a job description review.
2. Examples of performance review phrases for an art handler, organized by topics like attitude, creativity, decision-making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods for conducting a performance appraisal for an art handler, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the performance of an art editor, including:
1. A multi-page performance evaluation form for rating an art editor on various criteria like administration, communication, decision-making, and listing their strengths and areas for improvement.
2. Links to online resources for performance appraisal materials like phrases, forms, and tips for writing self-appraisals.
3. Examples of performance review phrases for an art editor's attitude, creativity, and decision-making skills.
The document provides a comprehensive template and resources for conducting a thorough performance review of an art editor.
This document provides information and resources for conducting a performance appraisal for an art dealer. It includes:
1) A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2) Examples of performance review phrases for an art dealer's attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3) An overview of the top 12 methods for conducting a performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document contains materials for evaluating the performance of a lead analyst, including:
- A job performance evaluation form with ratings definitions and sections to evaluate an employee's performance in various factors like administration, communication, teamwork, and more.
- Links to free eBooks and resources on performance appraisal topics from a website.
- Examples of phrases to use in evaluating an employee's attitude, creativity/innovation, and decision making in a performance review.
The evaluation form provides a structured way to assess a lead analyst's skills and strengths, areas for improvement, and an action plan over multiple pages. Additional materials offer guidance on effective performance reviews.
This document provides information and resources for evaluating the performance of an art instructor. It includes:
1. A sample job performance evaluation form with sections to rate an instructor's performance on key factors like administration, communication, teamwork, and customer service using scales like "outstanding" and "meets expectations".
2. Examples of performance review phrases that could be used to provide feedback on an instructor's strengths, areas for improvement, attitude, creativity, decision-making, and interpersonal skills.
3. An overview of the top 12 methods for performing performance appraisals, 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 a painter helper, including:
1. A sample painter helper performance evaluation form with ratings scales and categories to evaluate things like job knowledge, teamwork, decision making, etc.
2. Examples of phrases to use in a performance review for areas like attitude, creativity, decision making, interpersonal skills, and problem solving.
3. An overview of 12 common methods for conducting performance appraisals, 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 a style editor. It includes:
1. A job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a style editor's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for performing a style editor's performance appraisal, including 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 a lead estimator, including:
1. A job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, performance ratings, and signatures.
2. Examples of performance review phrases for evaluating a lead estimator's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for lead estimator performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document provides information on performance appraisal methods for a quality lead, including descriptions and examples. It discusses 12 common performance appraisal methods: 1) Management by Objectives, 2) Critical Incident Method, 3) Behaviorally Anchored Rating Scales, 4) Behavioral Observation Scales, 5) 360 Degree Feedback, 6) Checklist and Weighted Checklist Method, and others. For each method, it provides an overview and examples of how it can be used to evaluate a quality lead's performance. The document is intended to help a quality lead and their manager select and implement an effective performance evaluation approach.
This document provides information and resources for evaluating the performance of a publishing editor, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating an editor's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for performing performance appraisals, 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 a desk attendant. It includes:
1. A sample job performance evaluation form with sections to rate performance factors, document strengths/areas for improvement, set goals, and obtain signatures.
2. Examples of phrases to use in evaluating different aspects of performance, such as attitude, creativity, decision-making, interpersonal skills, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, including 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 skilled laborer, including:
1. Sample performance appraisal forms and methods for evaluating a skilled laborer, such as management by objectives and critical incident reports.
2. Examples of positive and negative phrases to use in evaluating different performance factors such as attitude, decision-making, and teamwork.
3. An overview of the top 12 methods for skilled laborer performance appraisal, including management by objectives, critical incident reports, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of a track laborer, including:
1. A sample performance evaluation form with ratings, factors to evaluate, and sections for comments.
2. Examples of phrases to use in evaluating different aspects of performance such as attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, and 360 degree feedback.
This document provides information and resources for evaluating the performance of online instructors, including:
1. A sample online instructor performance evaluation form with ratings, categories to evaluate like administration, knowledge, communication etc.
2. Examples of performance review phrases to use in evaluations for things like attitude, creativity, decision making, interpersonal skills, problem solving, and teamwork.
3. An overview of the top 12 methods for performing online instructor performance appraisals, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
Life skills instructor performance appraisaldiagonancyl
This document provides information and resources for evaluating the performance of a life skills instructor. It includes:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, and 360 degree feedback.
Lead receptionist performance appraisaldiagonancyl
This document provides materials and guidance for conducting a performance appraisal for a lead receptionist. It includes:
1. A sample performance appraisal form with sections to rate the employee on various performance factors and overall, comment on strengths/areas for improvement, and set goals.
2. Examples of performance review phrases to use when evaluating different aspects of performance such as attitude, decision-making, teamwork, etc.
3. An overview of the top 12 methods for performance appraisal that could be used, such as management by objectives, critical incident method, and 360 degree feedback.
Lead medical assistant performance appraisaldiagonancyl
This document provides information and resources for evaluating the performance of a lead medical assistant, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths and areas for improvement, a performance review, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors like attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, 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 a lead instructor, including:
1. A job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors of a lead instructor such as attitude, creativity, decision-making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods for performing lead instructor performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the performance of a lead accountant, including:
1) A job performance evaluation form with ratings and factors like administration, communication, and customer service to evaluate the employee.
2) Examples of phrases to use in reviewing the employee's attitude, creativity, and decision making.
3) The form and phrases are intended to provide a structured way to document the employee's strengths, areas for improvement, and develop a plan to improve performance as part of the review process.
This document provides information and resources for evaluating the performance of a lab instructor. It includes:
1. A job performance evaluation form with sections to rate an instructor's performance on key factors like administration, communication, teamwork, and customer service using scales.
2. Examples of phrases to use in a performance review for areas such as 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.
This document contains materials for evaluating the performance of a divorce lawyer, including:
1) A job performance evaluation form with ratings and factors like administration, communication, decision-making, and customer service.
2) Examples of performance review phrases focusing on areas like attitude, creativity, and decision-making.
3) The evaluation form is meant to appraise a divorce lawyer's work over a period of time based on their job description and objectives.
This document provides information and resources for evaluating the performance of a civil lawyer, including:
1. A sample civil lawyer performance evaluation form with ratings, factors to evaluate, and sections for comments.
2. Examples of performance review phrases for evaluating a civil lawyer's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for conducting a civil lawyer's 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 animal welfare lawyer, including:
1. A sample job performance evaluation form with ratings, factors, and sections for comments.
2. Examples of performance review phrases for an animal welfare lawyer's 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, behaviorally anchored rating scales, and 360 degree feedback.
Accounts payable lead performance appraisaldiagonancyl
This document provides information and resources for conducting a performance appraisal for an accounts payable lead. It includes:
1. A sample performance evaluation form with rating scales to evaluate an employee's performance, strengths, areas for improvement, and goals.
2. Examples of performance review phrases to assess different skills and behaviors.
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.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...Herman Kienhuis
Presentation by Herman Kienhuis (Curiosity VC) on developments in AI, the venture capital investment landscape and Curiosity VC's approach to investing, at the alumni event of Amsterdam Business School (University of Amsterdam) on June 13, 2024 in Amsterdam.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
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2. Useful performance appraisal materials for lead artist:
• 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
• Lead artist job description
• Lead artist goals & objectives
• Lead artist KPIs & KRAs
• Lead artist self appraisal
Job Performance Evaluation Form
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3. I. Lead artist 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
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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
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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
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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
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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
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8. II. Lead artist performance phrases
1.Attitude Performance Review Examples – lead artist
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 lead artist
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
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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 – lead artist
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 – lead artist
Positive review
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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 – lead artist
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
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11. 6.Teamwork Skills Performance Appraisal Phrases – lead artist
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
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12. III.Top 12 methods for lead artist performance appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of
management into concrete phraseology. The technique can be put to general use (non-
specialist technique). Further it is “a dynamic system which seeks to integrate the company's
need to clarify and achieve its profit and growth targets with the manager's need to contribute
and develop himself”.
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13. 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)
-----------------------------
4.Behavioral Observation Scales (BOS)
Job Performance Evaluation Form
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14. 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
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.
-----------------------------
Job Performance Evaluation Form
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15. 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.
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
Job Performance Evaluation Form
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16. 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.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
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17. • 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.
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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
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