This document provides information and resources for evaluating the performance of a lead game designer, including:
1. A sample performance evaluation form with ratings, factors, and sections for comments.
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.
This document contains materials for evaluating the job performance of a fast food manager, including:
1) A 4-page performance evaluation form covering 16 performance factors to rate and comment on.
2) A section with example phrases to use in a performance review covering attitudes, creativity/innovation, and decision making.
3) Links to additional online resources for performance appraisals, including sample forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
This document provides information and resources for evaluating the performance of an implementation manager, including:
1. Sample performance evaluation forms for rating an implementation manager's performance, strengths/weaknesses, goals, and more across multiple pages.
2. Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators (KPIs) for implementation managers.
3. A description of the top 12 methods for evaluating an implementation manager's performance, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree/multi-rater feedback.
This document provides information and resources for conducting a performance appraisal for a head pastry chef. It includes a sample performance evaluation form with sections to rate job performance factors, note employee strengths and areas for improvement, set a plan for improved performance, and obtain signatures. It also provides examples of performance review phrases for evaluating different skills such as attitude, creativity, decision making, interpersonal skills, and teamwork. Finally, it outlines 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 on performance evaluation methods for an HR admin assistant. It discusses 12 common methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist method. For each method, it provides a definition and overview, and in some cases discusses advantages and disadvantages. The goal is to help evaluate an HR admin assistant's performance and identify areas for improvement using structured evaluation techniques.
This document contains materials for evaluating the job performance of a fast food manager, including:
1) A 4-page performance evaluation form covering 16 performance factors to rate and comment on.
2) A section with example phrases to use in a performance review covering attitudes, creativity/innovation, and decision making.
3) Links to additional online resources for performance appraisals, including sample forms, methods, key performance indicators (KPIs), and tips for self-appraisals.
This document provides information and resources for evaluating the performance of an implementation manager, including:
1. Sample performance evaluation forms for rating an implementation manager's performance, strengths/weaknesses, goals, and more across multiple pages.
2. Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators (KPIs) for implementation managers.
3. A description of the top 12 methods for evaluating an implementation manager's performance, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree/multi-rater feedback.
This document provides information and resources for conducting a performance appraisal for a head pastry chef. It includes a sample performance evaluation form with sections to rate job performance factors, note employee strengths and areas for improvement, set a plan for improved performance, and obtain signatures. It also provides examples of performance review phrases for evaluating different skills such as attitude, creativity, decision making, interpersonal skills, and teamwork. Finally, it outlines 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 on performance evaluation methods for an HR admin assistant. It discusses 12 common methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist method. For each method, it provides a definition and overview, and in some cases discusses advantages and disadvantages. The goal is to help evaluate an HR admin assistant's performance and identify areas for improvement using structured evaluation techniques.
This document summarizes an employee's performance review. It rates the employee in several criteria like quality of work, communication skills, safety practices, and attendance on a scale of outstanding, exceeds expectations, meets expectations, needs improvement, and unsatisfactory. Based on the ratings in each criteria and comments from the employee and supervisor, an overall performance rating is given. Areas for improvement are identified and goals are set to enhance the employee's performance over the coming review period.
This document provides information and resources for evaluating the performance of a gaming supervisor, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of phrases to use in a performance review covering attitudes, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
Vice president corporate development performance appraisalscottprice364
Vice president corporate development job description, Vice president corporate development goals & objectives, Vice president corporate development KPIs & KRAs, Vice president corporate development self appraisal
This document provides examples of performance review comments for evaluating employees in several key areas: attitude, attendance, communication, and cooperation. For each area, it lists sample positive and negative phrases that could be used in a performance review to describe an employee's performance as excellent, fully competent, or unsatisfactory. It also includes descriptions of the ranking standards and expectations for each performance level. The document aims to help managers develop constructive performance reviews using relevant language and examples.
This document provides information and examples for evaluating a cashier's job performance, including:
1. A sample cashier performance evaluation form with rating scales and factors like job knowledge, customer service, and dependability.
2. Sample phrases for evaluating a cashier's attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for cashier performance appraisal, such as management by objectives, critical incident reviews, and 360-degree feedback.
This document provides information and resources for conducting a manufacturing assistant's job performance evaluation, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating various attributes like attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating a sales manager's job performance, including:
1. A 4-page sales manager performance evaluation form with rating scales for evaluating performance factors like administration, communication, decision-making, and customer service.
2. Examples of positive and negative performance review phrases for evaluating a sales manager's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for sales manager performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document contains information about performance evaluation methods for a coffee shop manager, including examples of evaluation criteria, review phrases, and top evaluation methods. It includes a 4-page sample performance evaluation form for a coffee shop manager with ratings for criteria like administration, decision-making, customer service, and more. The document also provides descriptions and advantages/disadvantages of several evaluation methods like 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 senior consultant. It includes a 4-page job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists phrases that can be used in a performance review for a senior consultant and describes the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The resources are intended to help structure a thorough performance review process for a senior consultant.
The document provides information on performance evaluation methods for a centre manager. It discusses 12 methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The document aims to equip managers with tools and frameworks for effectively evaluating the performance of centre managers.
This document contains materials for evaluating the job performance of a theatre director, including:
1) A 4-page performance evaluation form for rating a theatre director's performance, with factors like administration, communication, teamwork, and customer service.
2) Links to additional online resources on performance appraisals and examples of performance review phrases.
3) A section with sample positive and negative phrases for evaluating a theatre director's attitude, creativity, decision-making, and other skills.
This document summarizes an employee's performance review. It rates the employee in several criteria like quality of work, communication skills, safety practices, and attendance on a scale of outstanding, exceeds expectations, meets expectations, needs improvement, and unsatisfactory. Based on the ratings in each criteria and comments from the employee and supervisor, an overall performance rating is given. Areas for improvement are identified and goals are set to enhance the employee's performance over the coming review period.
This document provides information and resources for evaluating the performance of a gaming supervisor, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of phrases to use in a performance review covering attitudes, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
Vice president corporate development performance appraisalscottprice364
Vice president corporate development job description, Vice president corporate development goals & objectives, Vice president corporate development KPIs & KRAs, Vice president corporate development self appraisal
This document provides examples of performance review comments for evaluating employees in several key areas: attitude, attendance, communication, and cooperation. For each area, it lists sample positive and negative phrases that could be used in a performance review to describe an employee's performance as excellent, fully competent, or unsatisfactory. It also includes descriptions of the ranking standards and expectations for each performance level. The document aims to help managers develop constructive performance reviews using relevant language and examples.
This document provides information and examples for evaluating a cashier's job performance, including:
1. A sample cashier performance evaluation form with rating scales and factors like job knowledge, customer service, and dependability.
2. Sample phrases for evaluating a cashier's attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for cashier performance appraisal, such as management by objectives, critical incident reviews, and 360-degree feedback.
This document provides information and resources for conducting a manufacturing assistant's job performance evaluation, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating various attributes like attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating a sales manager's job performance, including:
1. A 4-page sales manager performance evaluation form with rating scales for evaluating performance factors like administration, communication, decision-making, and customer service.
2. Examples of positive and negative performance review phrases for evaluating a sales manager's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for sales manager performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document contains information about performance evaluation methods for a coffee shop manager, including examples of evaluation criteria, review phrases, and top evaluation methods. It includes a 4-page sample performance evaluation form for a coffee shop manager with ratings for criteria like administration, decision-making, customer service, and more. The document also provides descriptions and advantages/disadvantages of several evaluation methods like 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 senior consultant. It includes a 4-page job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists phrases that can be used in a performance review for a senior consultant and describes the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The resources are intended to help structure a thorough performance review process for a senior consultant.
The document provides information on performance evaluation methods for a centre manager. It discusses 12 methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The document aims to equip managers with tools and frameworks for effectively evaluating the performance of centre managers.
This document contains materials for evaluating the job performance of a theatre director, including:
1) A 4-page performance evaluation form for rating a theatre director's performance, with factors like administration, communication, teamwork, and customer service.
2) Links to additional online resources on performance appraisals and examples of performance review phrases.
3) A section with sample positive and negative phrases for evaluating a theatre director's attitude, creativity, decision-making, and other skills.
The document discusses various methods for evaluating the performance of an artist manager. It provides details on 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 describes how the method works, what it evaluates, advantages and disadvantages. The document serves as a reference for selecting and implementing an effective performance evaluation system for an artist manager.
The document provides information on performance evaluation methods for a test manager, including examples of performance review phrases. It discusses 12 common methods for performance appraisal: 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 an overview and examples of how it can be used to evaluate a test manager's performance. The document is intended to provide useful resources and materials for conducting a test manager's performance appraisal.
The document discusses measuring the return on investment (ROI) of training programs. It outlines a 5-level model for evaluating training effectiveness and ROI: 1) reaction, 2) learning, 3) behavior, 4) business impact, and 5) ROI. The levels progress from immediate reactions to long-term business results. The document provides guidelines and examples for measuring outcomes at each level, including converting performance data to monetary values to calculate ROI. Key steps involve isolating the effects of training, tabulating program costs, and using the results to determine if the benefits of training outweigh the costs.
This document outlines the six key elements that Jim Collins identified as being common among companies that went from good to great:
1. Level 5 Leadership - Leaders who are modest, driven, and focus on the success of the company over their own ego.
2. First Who, Then What - Ensuring the right people are in leadership positions before deciding on strategies and goals.
3. Confront the Brutal Facts - Facing the current reality of the company's performance, both successes and failures.
4. The Hedgehog Concept - Having a simple, clear understanding of what the company excels at and should focus on.
5. A Culture of Discipline - Maintaining
Creative thinking skills for hr managers PPT SlidesYodhia Antariksa
This document provides an overview of creativity skills for HR managers. It discusses conceptual blocks to creativity such as constancy, compression, and complacency. The three components of creativity are expertise, motivation, and creative thinking skills. Tools for defining problems creatively include the Kipling method, problem statements, and challenge methods. Brainstorming, attribute listing, and visioning are presented as tools for generating new ideas. Finally, the document outlines characteristics that support an organizational climate conducive to creativity, such as risk-taking, open information sharing, and rewarding innovators.
This document provides information on competency-based human resource management and competency-based interviews for selection. It discusses developing a competency model that forms the basis for HR functions like recruitment, training, performance management, and career development. Competency is defined as a combination of skills, knowledge, and behaviors that lead to successful job performance. The document outlines the process for identifying competencies and provides examples of competency definitions. It then discusses the benefits of using a competency model for both managers and employees. Finally, it contrasts conventional interviews with competency-based interviews, outlining the structured STAR approach used in competency-based interviews.
This document provides an overview of human resource management training. It includes an agenda covering HR management, planning, recruitment, selection, training and development, and performance management. There are sections on manpower planning, recruitment techniques and sources, selection tests including cognitive ability tests and interviews, training needs analysis, competency assessment, and performance appraisal. Diagrams illustrate the HR management cycle and how HR strategy links to business strategy and results. Evaluation of training and addressing bias in performance appraisal are also discussed. The document aims to provide fundamental information on key areas of HR management.
HR SCORECARD Human Resource Scorecard PPT SlidesYodhia Antariksa
The document provides information on developing HR scorecards and key performance indicators (KPIs) for measuring HR performance. It includes examples of HR strategy maps and scorecards that identify strategic objectives and KPIs related to areas like employee satisfaction, productivity, recruitment, and competency development. It also shares a template for an HR manager's KPI table that lists key result areas, KPIs with defined targets and weights, space to track actual results, and a formula for calculating final performance scores. The template is intended to help HR evaluate and improve their performance across important business goals.
This document provides information on developing effective communication skills. It discusses communication principles like giving and gathering good information and building mutual trust. It covers developing assertive communication skills through verbal, vocal, and visual cues. Active listening skills like exploring, affirming, reflecting, and using silence are explained. Barriers to communication like assumptions and poor listening are addressed. The importance of effective communication for productive relationships and avoiding issues in the workplace is emphasized.
Power refers to one's ability to control their environment and influence others. Leaders gain power through their position within an organization as well as personal characteristics like expertise. There are various sources and types of power, including position power from one's formal role, as well as personal power stemming from expertise, charisma, and reputation. Political tactics aimed at gaining and maintaining power include developing connections, controlling information, and gaining outside validation. Building relationships and avoiding missteps are also important for navigating organizational politics. Leaders must balance using power appropriately while also curbing excessive political behavior that could hurt productivity or morale.
The document discusses performance management processes including:
1) Setting objectives and defining responsibilities at the beginning of the cycle through performance planning.
2) Monitoring performance and providing ongoing feedback throughout the cycle.
3) Periodically reviewing performance and achievements to evaluate progress and make adjustments.
The document discusses various organizational and individual initiatives for career planning and development. Organizational initiatives include job posting systems, mentoring activities, career resource centers, managers as career counselors, career development workshops, human resource planning, performance appraisals, and career pathing programs. Individual initiatives are career planning, career awareness, utilizing career resource centers, and analyzing interests, values, and competencies through tools like career interest inventories. The overall purpose is to encourage employees to take responsibility for their own career development and provide them resources to effectively plan their careers.
This document provides an overview of managing corporate performance using the balanced scorecard approach. It discusses key components of performance management including identifying strategic objectives and key performance indicators across four perspectives: financial, customer, internal processes, and learning and growth. Strategy maps are presented as a framework to translate strategies into objectives and measures across each perspective. Examples are also given of strategy maps tailored for different corporate functions like HR, IT, finance and marketing.
This document provides an overview of leading corporate change and change management. It discusses key principles of change including viewing change as a process, linking change to business goals, building organizational capacity for change, and understanding that behavioral change occurs at the emotional level. It also outlines five key activities for effective change management: motivating change, creating a vision, developing political support, managing the transition, and sustaining momentum. Additionally, it discusses forces for change, resistance to change, and elements to enable change such as change architecture, communication, performance management, and leadership capacity.
This document provides information and resources for evaluating the performance of a toy designer, including:
1. A sample performance evaluation form for a toy designer with ratings in various performance areas and sections for comments, objectives, and signatures.
2. Examples of performance review phrases for a toy designer to use in evaluations, covering attitudes, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for performing a toy designer'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 a gaming dealer, including:
1. A job performance evaluation form with sections to rate job performance factors, document strengths/areas for improvement, set goals, and obtain signatures.
2. Examples of phrases to use in evaluating a gaming dealer's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting a gaming dealer'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 a playgroup leader, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, 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, behaviorally anchored rating scales, and 360 degree feedback.
Development editor performance appraisalandreyargasy
This document provides information and resources for evaluating the performance of a development editor. It includes:
1. A sample performance evaluation form for a development editor with sections to rate job performance factors, comment on strengths/areas for improvement, set goals, and obtain signatures.
2. Examples of performance review phrases to evaluate a development editor's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performing a development editor's performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
It project leader performance appraisalvictorluxman
This document provides information and resources for evaluating the performance of an IT project leader, including:
1. A sample job performance evaluation form for an IT project leader with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for an IT project leader that cover attitudes, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for evaluating an IT project leader's performance, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides materials and templates for conducting a performance appraisal for an exhibit designer. It includes:
- A job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and a plan for improved performance. Performance is rated on a scale from "Outstanding" to "Unsatisfactory".
- Examples of performance review phrases for evaluating an exhibit designer's attitude, creativity/innovation, and decision making. Both positive and negative phrases are provided.
- The document is intended to help managers formally evaluate an exhibit designer's job performance in a structured, consistent manner using metrics and examples tailored to the role.
This document provides information and resources for conducting a performance appraisal for a commercial designer, including:
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 a commercial designer's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for conducting a commercial designer's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the job performance of an owner representative, including:
1. A job performance evaluation form with ratings definitions and sections to evaluate an owner representative on various performance factors, strengths, areas for improvement, and signatures.
2. Examples of performance review phrases to evaluate an owner representative's attitude, creativity/innovation, and decision making.
3. The document provides resources for conducting an effective performance appraisal of an owner representative, including a sample evaluation form, review phrases, and tips for writing self-appraisals.
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 contains materials for evaluating the performance of an acquisitions editor, including:
1. A job performance evaluation form with ratings definitions and factors to evaluate such as administration, communication, teamwork, and decision making.
2. Examples of performance review phrases focused on attitudes, creativity/innovation, and decision making.
3. Links to additional free eBooks and resources on performance appraisals, including sample forms, methods, secrets to setting up performance management, and KPI examples.
The evaluation form provides a structured way to assess an acquisitions editor's performance, identify strengths and areas for improvement, and create a plan of action.
Help desk engineer performance appraisalkillerwarent
This document provides information and resources for evaluating the performance of a help desk engineer, including:
1. Sample performance evaluation forms for rating a help desk engineer's performance, strengths, areas for improvement, and goals.
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 the top 12 methods for conducting a help desk engineer's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Web developer designer performance appraisalgarymobile15
This document provides information and resources for evaluating the performance of a web developer designer, including:
1. A sample job performance evaluation form with ratings, factors, and sections for comments.
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.
This document provides information on performance appraisal methods for a tool designer, 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 of the process and examples of how it could be used to evaluate a tool designer's performance. The document aims to inform managers of different performance evaluation techniques that can be utilized for a tool designer role.
Interactive media designer performance appraisalgarymobile15
This document contains a performance evaluation form for an interactive media designer, along with additional supporting materials. The form includes sections to rate the employee's performance on various factors using a scale, provide comments on strengths and areas for improvement, set goals, and obtain signatures. The additional pages provide example phrases to use in evaluations and a list of key performance indicators and objectives.
This document contains materials for evaluating the job performance of a dentist hygienist, including:
- A multi-page performance appraisal form for rating a hygienist's performance, strengths/accomplishments, areas for improvement, and signatures.
- Links to additional online resources for performance appraisals, including sample forms, methods, and key performance indicators (KPIs).
- Sample phrases for evaluating a hygienist's attitude, creativity, decision-making, and other skills in a performance review.
Dean of instruction performance appraisalgarymobile15
This document contains materials for evaluating the performance of a dean of instruction, including:
1) A job performance evaluation form with ratings definitions and categories to evaluate the dean's administration, knowledge, communication skills, and other areas.
2) Examples of performance review phrases focused on the dean's attitude, creativity, decision-making, and other skills.
3) A list of additional resources on performance appraisals like sample KPIs, tips for self-appraisals, and methods for developing performance management systems.
The form and phrases are meant to provide a structured approach to assessing the dean's job performance over an evaluation period.
Dean of discipline performance appraisalgarymobile15
This document contains materials for evaluating the performance of a Dean of Discipline, including:
1) A job performance evaluation form with ratings definitions and factors to evaluate such as administration, communication, decision-making, and customer service.
2) Examples of performance review phrases focused on attitudes, creativity, and decision-making skills.
3) The form and phrases are intended to provide a structured approach to appraising the Dean of Discipline's performance and identifying areas of strength and areas for improvement.
This document contains a performance evaluation form for a computer graphic designer with sections for reviewing job performance, employee strengths and accomplishments, areas for improvement, and a plan for improved performance. It includes rating scales and categories for evaluating factors like administration, communication, teamwork, and customer service. The second page provides example phrases for reviewing attitudes, creativity/innovation, and decision making in performance evaluations. The form and phrases are intended to provide a structured approach to assessing and documenting a computer graphic designer's work.
This document provides information and resources for performing an automotive designer's performance appraisal, including:
1. A sample performance appraisal form for an automotive designer with sections for performance review ratings, employee strengths and areas for improvement, and signatures.
2. Examples of performance review phrases for an automotive designer's attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for an automotive designer's performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for 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 provides information and resources for performing a performance appraisal for an apparel designer, including:
1. Sample performance appraisal forms for rating an apparel designer's performance, goals, KPIs, and self-evaluation.
2. Examples of performance review phrases focused on an apparel designer's skills, strengths, and areas for improvement.
3. An overview of 12 common performance appraisal methods and how they could be applied to evaluate an apparel designer's work, such as management by objectives, critical incident reviews, and 360-degree feedback.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
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.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
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Lead game designer performance appraisal
1. Lead game designer performance appraisal
Job Performance Evaluation Form
Page 1
2. Useful performance appraisal materials for lead game designer:
• 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 game designer job description
• Lead game designer goals & objectives
• Lead game designer KPIs & KRAs
• Lead game designer self appraisal
Job Performance Evaluation Form
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3. I. Lead game designer 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:
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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 game designer performance phrases
1.Attitude Performance Review Examples – lead game designer
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 game designer
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.
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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 game designer
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 game designer
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 game designer
Positive review
• Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
• Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
• Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
• Joan is poor at communicating problem status before it becomes a crisis.
• Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
• Unraveling a problem to discuss the core issues is a skill Janet lacks.
• Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
• In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
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11. 6.Teamwork Skills Performance Appraisal Phrases – lead game designer
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 game designer 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)
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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.
-----------------------------
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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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