This document provides information and resources for evaluating the performance of a maths teacher, 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, behaviorally anchored rating scales, and 360 degree feedback.
Presentation Math Workshop#May 25th New Help our teachers understa...guest80c0981
This is presented by a Math teacher,in Army Burn Hall College For Girls ,Abbottabad.
The target group was the teachers of school section. There were certain activities also performed an demonstrated in order to introduce new teaching methodologies and to prepare our teachers to meet the need of the day.
Umber
This document provides information and resources for evaluating the job performance of a registration clerk, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form in 8 pages that outlines the evaluation process and includes rating scales for evaluating various performance factors and skills.
3. Examples of performance review phrases for evaluating attributes like attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for performance appraisal that can be used for a registration clerk, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document discusses two methods but provides no details about them. It appears to be comparing Method I and Method II but no information is given about what each method entails or their differences. The document does not contain enough information to summarize in 3 sentences or less.
Mathematics is defined in multiple ways throughout the document. It is summarized as the science of quantity, measurement, and spatial relationships. It involves both inductive and deductive reasoning. Inductive reasoning involves making general conclusions from specific observations, while deductive reasoning involves drawing logical conclusions from initial assumptions or axioms. Teaching mathematics effectively uses both inductive and deductive methods, moving from specific examples to broader conclusions or from general principles to specific applications.
The document discusses equations and how to solve them. It defines an equation as a statement where two algebraic expressions are equal. It also defines a linear equation as one involving only one variable.
It then lists the four properties of equations: adding/subtracting the same quantity to both sides, multiplying/dividing both sides by the same quantity.
Next, it provides examples of how to solve different types of equations (those involving addition, subtraction, multiplication, or division of the variable) using both the traditional method of operations and the shortcut method of transposing terms.
Finally, it gives examples of solving equations with variables on both sides, word problems involving equations, and equations from applied contexts like age.
This document discusses different types of numbers and arithmetic concepts. It covers:
- Types of numbers including natural numbers, whole numbers, integers, rational numbers, irrational numbers, and real numbers.
- Properties of even and odd numbers as well as positives and negatives under addition, subtraction, and multiplication.
- Divisibility rules for numbers being divisible by 1 through 10 as well as squares.
- Strategies for solving word problems involving remainders, including picking numbers, back-solving, and elimination.
This document discusses operations with rational numbers such as addition, subtraction, multiplication, and division. It explains that for addition and subtraction of rational numbers with common denominators, only the numerators are added or subtracted. For different denominators, the lowest common denominator must first be found before adding or subtracting the numerators. Multiplication of rational numbers is done by multiplying the numerators and denominators. Division can be performed by multiplying the first number by the reciprocal of the second number.
This document discusses rational and irrational numbers. It defines rational numbers as numbers that can be written as p/q where p and q are integers and q is not equal to 0. Rational numbers include fractions, integers, and natural numbers. The document describes the different types of rational numbers such as positive, negative, and in standard form. It also discusses how to perform operations like addition, subtraction, multiplication, and division on rational numbers. Irrational numbers are defined as real numbers that cannot be expressed as a ratio of integers like the roots of prime numbers or pi.
Presentation Math Workshop#May 25th New Help our teachers understa...guest80c0981
This is presented by a Math teacher,in Army Burn Hall College For Girls ,Abbottabad.
The target group was the teachers of school section. There were certain activities also performed an demonstrated in order to introduce new teaching methodologies and to prepare our teachers to meet the need of the day.
Umber
This document provides information and resources for evaluating the job performance of a registration clerk, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form in 8 pages that outlines the evaluation process and includes rating scales for evaluating various performance factors and skills.
3. Examples of performance review phrases for evaluating attributes like attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for performance appraisal that can be used for a registration clerk, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document discusses two methods but provides no details about them. It appears to be comparing Method I and Method II but no information is given about what each method entails or their differences. The document does not contain enough information to summarize in 3 sentences or less.
Mathematics is defined in multiple ways throughout the document. It is summarized as the science of quantity, measurement, and spatial relationships. It involves both inductive and deductive reasoning. Inductive reasoning involves making general conclusions from specific observations, while deductive reasoning involves drawing logical conclusions from initial assumptions or axioms. Teaching mathematics effectively uses both inductive and deductive methods, moving from specific examples to broader conclusions or from general principles to specific applications.
The document discusses equations and how to solve them. It defines an equation as a statement where two algebraic expressions are equal. It also defines a linear equation as one involving only one variable.
It then lists the four properties of equations: adding/subtracting the same quantity to both sides, multiplying/dividing both sides by the same quantity.
Next, it provides examples of how to solve different types of equations (those involving addition, subtraction, multiplication, or division of the variable) using both the traditional method of operations and the shortcut method of transposing terms.
Finally, it gives examples of solving equations with variables on both sides, word problems involving equations, and equations from applied contexts like age.
This document discusses different types of numbers and arithmetic concepts. It covers:
- Types of numbers including natural numbers, whole numbers, integers, rational numbers, irrational numbers, and real numbers.
- Properties of even and odd numbers as well as positives and negatives under addition, subtraction, and multiplication.
- Divisibility rules for numbers being divisible by 1 through 10 as well as squares.
- Strategies for solving word problems involving remainders, including picking numbers, back-solving, and elimination.
This document discusses operations with rational numbers such as addition, subtraction, multiplication, and division. It explains that for addition and subtraction of rational numbers with common denominators, only the numerators are added or subtracted. For different denominators, the lowest common denominator must first be found before adding or subtracting the numerators. Multiplication of rational numbers is done by multiplying the numerators and denominators. Division can be performed by multiplying the first number by the reciprocal of the second number.
This document discusses rational and irrational numbers. It defines rational numbers as numbers that can be written as p/q where p and q are integers and q is not equal to 0. Rational numbers include fractions, integers, and natural numbers. The document describes the different types of rational numbers such as positive, negative, and in standard form. It also discusses how to perform operations like addition, subtraction, multiplication, and division on rational numbers. Irrational numbers are defined as real numbers that cannot be expressed as a ratio of integers like the roots of prime numbers or pi.
The document provides an overview of solving word problems, explaining the process as reading the problem, representing unknowns with variables, relating the unknowns to given values, writing an equation, solving the equation, and proving the answer. It also defines odd, even, and consecutive numbers and provides examples of representing and solving word problems involving these types of numbers.
This document defines and provides examples of linear equations in one variable. It explains that a linear equation is an equation that can be written in the form ax + b = c or ax = b, where a, b, c are constants and a ≠ 0. Examples of linear equations given include 3x + 9 = 0 and 7x + 5 = 2x - 9. The document also discusses how to determine if a value is a solution to a linear equation by substitution and simplification. Steps for solving linear equations are provided, which include isolating the variable using inverse operations like addition/subtraction and multiplication/division.
Human resources administrator performance appraisalpetermiken89
This document provides information and resources for conducting a human resources administrator's performance evaluation, including:
1. A sample performance evaluation form with rating scales for evaluating an administrator across various job duties and skills.
2. Links to free eBooks and resources on performance appraisal best practices, including phrases, forms, and tips.
3. An overview of the top 12 performance appraisal methods for human resources administrators, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback.
The goal is to help human resources professionals structure an effective performance review process for their own role through standardized forms, rating criteria, and proven appraisal techniques.
This is an interactive presentation which contains the information about Algebra for student-teacher , who are going to teach maths. Further, it contains information about the curriculum alignment and objectives of algebraic teaching which are mentioned in Curriculum of Pakistan.
Mathematical skills such as arithmetic, geometry, and graphing are important foundations for students. Key skills include number sense, measurement, patterns, problem-solving, and computational fluency. Higher-order thinking skills (HOTS) like problem-solving, reasoning, and conceptualizing are valued as they better prepare students for challenges. HOTS involve skills like critical thinking, creativity, and systems thinking. Teachers should focus on developing students' HOTS through open-ended learning activities.
The document defines key terms used in algebraic expressions:
1) A variable represents an unknown value and can be letters or symbols like "B" in the expression "12 + B".
2) An algebraic expression uses variables with numbers and operations like "a + 2" or "3m + 6n - 6".
3) A coefficient is the number multiplied by a variable, like 6 is the coefficient of m in the expression "6m + 5".
4) A term refers to a number, variable, or their combination using multiplication or division, like "a" and "2" are terms in "a + 2".
5) A constant is a number that cannot change
This document explains how to cube numbers by multiplying them by themselves three times. It provides examples of numbers cubed, such as 3 cubed equals 27. It then discusses cube roots, which are the inverse operation of cubing a number. Cube roots can be used to find the length of one side of a cube if you know the volume. The document shows the cube root symbol and provides an example of taking the cube root of 27 to equal 3. It also lists some perfect cubes of whole numbers up to 8000 and provides steps for estimating cube roots.
Vedic mathematics is a system of mental calculation techniques discovered in ancient Hindu texts between 1911-1918 by Sri Bharti Krishna Tirath. It is based on 16 sutras or word formulas that allow complex mathematical problems to be solved very quickly in the mind. Some examples of the sutras include vertically-crosswise multiplication and the use of complementary numbers. Vedic math was developed as a more efficient system than modern mathematics and helps improve concentration and problem solving abilities.
This document discusses integers and the four basic operations that can be performed on them - addition, subtraction, multiplication, and division. It defines an integer as a positive or negative whole number including 0. It provides rules for performing each operation, such as the product of two integers with the same sign is positive and with different signs is negative for multiplication. Examples are worked through for each operation to demonstrate how to apply the rules.
John Napier, a Scottish mathematician and astronomer, discovered logarithms in the late 16th century as a way to simplify calculations. He introduced the concept of logarithms to ease complex mathematical computations. Napier was also an astrologer and believer in black magic who would travel with a spider and black rooster he claimed were his familiars.
Recreational mathematics includes puzzles, games, and problems that do not require advanced mathematical knowledge. It encompasses logic puzzles, mathematical games that can be analyzed with tools like combinatorial game theory, and mathematical puzzles that must be solved using specific rules but do not involve direct competition. Some common topics in recreational mathematics are tangrams, palindromic numbers, Rubik's cubes, and magic squares.
The document discusses weak students and how to identify them. It notes that weak students often have poor reading, writing, and academic skills. They may have poor self-esteem, disorganized notebooks and books, and avoid interaction with teachers. However, the document emphasizes that weak students are not inherently incapable, and that with the proper support from educators and parents, such as developing their interest in learning and nurturing their strengths, weak students can improve their performance.
1. The document outlines a lesson plan for teaching decimals to class 6 students over 4 days.
2. The lesson plan covers expressing fractions as decimals, comparing decimals, plotting decimals on a number line, converting between units, and adding decimals.
3. A variety of teaching methods are listed, including brainstorming, guided and independent practice, group work, and assessments through tests and homework.
1) The document discusses squares and square roots, including definitions and properties. It defines a square number as a number that can be expressed as the product of a natural number with itself.
2) It provides examples of square numbers and explores patterns in their ones digits. Only certain digits (0,1,4,5,6,9) can end square numbers.
3) The document also covers finding square roots through prime factorization and the long division method, including examples of finding square roots of decimals. Pythagorean triplets and their relationships to squares are also discussed.
The document discusses different types of 2D and 3D shapes. It defines rectangles, squares, triangles, and hexagons as plane or 2D figures. Cuboids, cubes, and cylinders are defined as solid or 3D figures. Solid figures are made up of plane surfaces or figures. The surface area of solids is calculated by finding the total area of these plane figures. Formulas are provided to calculate the surface area of cuboids and cubes. Practice questions are included for students to calculate surface areas of shapes based on given measurements.
Tis is based on mathematics chapter 1 covering all properties you can revise anything from it it is very knowledgeable. It also covers some class 7 topics too. All your topics will be cleared from it.
Learning Objectives
After going through this module the teachers will know about the transactional strategies including the assessment part that can be adopted to engage the children in learning. They will be able to
relate the competencies and skills as given in the Learning outcomes with the state syllabus
conduct appropriate pedagogical processes to help children in achieving the class level learning outcomes
integrate assessment with pedagogical processes to continuously ensure the progress in learning by all children
This document discusses different views of mathematics and how it relates to various aspects of life. It provides examples of how math is used in everyday situations and lessons that can be learned from math concepts. Some key points made include that math involves operations like sharing and distributing items equally, it can teach valuable life lessons through stories and examples, and math principles like ratios, averages, and fractions are relevant outside of academics. Geometry, in particular, demonstrates rational order and balance in nature. Overall, the document aims to show how math is not just numbers but can reflect qualities like patience, problem-solving, and finding fairness or perfection.
Lesson plan on introduction of trigonometry, students must aware about the history , concepts to be done, what common error they commit and what are the scope of this topic in careers
The document provides an overview of solving word problems, explaining the process as reading the problem, representing unknowns with variables, relating the unknowns to given values, writing an equation, solving the equation, and proving the answer. It also defines odd, even, and consecutive numbers and provides examples of representing and solving word problems involving these types of numbers.
This document defines and provides examples of linear equations in one variable. It explains that a linear equation is an equation that can be written in the form ax + b = c or ax = b, where a, b, c are constants and a ≠ 0. Examples of linear equations given include 3x + 9 = 0 and 7x + 5 = 2x - 9. The document also discusses how to determine if a value is a solution to a linear equation by substitution and simplification. Steps for solving linear equations are provided, which include isolating the variable using inverse operations like addition/subtraction and multiplication/division.
Human resources administrator performance appraisalpetermiken89
This document provides information and resources for conducting a human resources administrator's performance evaluation, including:
1. A sample performance evaluation form with rating scales for evaluating an administrator across various job duties and skills.
2. Links to free eBooks and resources on performance appraisal best practices, including phrases, forms, and tips.
3. An overview of the top 12 performance appraisal methods for human resources administrators, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback.
The goal is to help human resources professionals structure an effective performance review process for their own role through standardized forms, rating criteria, and proven appraisal techniques.
This is an interactive presentation which contains the information about Algebra for student-teacher , who are going to teach maths. Further, it contains information about the curriculum alignment and objectives of algebraic teaching which are mentioned in Curriculum of Pakistan.
Mathematical skills such as arithmetic, geometry, and graphing are important foundations for students. Key skills include number sense, measurement, patterns, problem-solving, and computational fluency. Higher-order thinking skills (HOTS) like problem-solving, reasoning, and conceptualizing are valued as they better prepare students for challenges. HOTS involve skills like critical thinking, creativity, and systems thinking. Teachers should focus on developing students' HOTS through open-ended learning activities.
The document defines key terms used in algebraic expressions:
1) A variable represents an unknown value and can be letters or symbols like "B" in the expression "12 + B".
2) An algebraic expression uses variables with numbers and operations like "a + 2" or "3m + 6n - 6".
3) A coefficient is the number multiplied by a variable, like 6 is the coefficient of m in the expression "6m + 5".
4) A term refers to a number, variable, or their combination using multiplication or division, like "a" and "2" are terms in "a + 2".
5) A constant is a number that cannot change
This document explains how to cube numbers by multiplying them by themselves three times. It provides examples of numbers cubed, such as 3 cubed equals 27. It then discusses cube roots, which are the inverse operation of cubing a number. Cube roots can be used to find the length of one side of a cube if you know the volume. The document shows the cube root symbol and provides an example of taking the cube root of 27 to equal 3. It also lists some perfect cubes of whole numbers up to 8000 and provides steps for estimating cube roots.
Vedic mathematics is a system of mental calculation techniques discovered in ancient Hindu texts between 1911-1918 by Sri Bharti Krishna Tirath. It is based on 16 sutras or word formulas that allow complex mathematical problems to be solved very quickly in the mind. Some examples of the sutras include vertically-crosswise multiplication and the use of complementary numbers. Vedic math was developed as a more efficient system than modern mathematics and helps improve concentration and problem solving abilities.
This document discusses integers and the four basic operations that can be performed on them - addition, subtraction, multiplication, and division. It defines an integer as a positive or negative whole number including 0. It provides rules for performing each operation, such as the product of two integers with the same sign is positive and with different signs is negative for multiplication. Examples are worked through for each operation to demonstrate how to apply the rules.
John Napier, a Scottish mathematician and astronomer, discovered logarithms in the late 16th century as a way to simplify calculations. He introduced the concept of logarithms to ease complex mathematical computations. Napier was also an astrologer and believer in black magic who would travel with a spider and black rooster he claimed were his familiars.
Recreational mathematics includes puzzles, games, and problems that do not require advanced mathematical knowledge. It encompasses logic puzzles, mathematical games that can be analyzed with tools like combinatorial game theory, and mathematical puzzles that must be solved using specific rules but do not involve direct competition. Some common topics in recreational mathematics are tangrams, palindromic numbers, Rubik's cubes, and magic squares.
The document discusses weak students and how to identify them. It notes that weak students often have poor reading, writing, and academic skills. They may have poor self-esteem, disorganized notebooks and books, and avoid interaction with teachers. However, the document emphasizes that weak students are not inherently incapable, and that with the proper support from educators and parents, such as developing their interest in learning and nurturing their strengths, weak students can improve their performance.
1. The document outlines a lesson plan for teaching decimals to class 6 students over 4 days.
2. The lesson plan covers expressing fractions as decimals, comparing decimals, plotting decimals on a number line, converting between units, and adding decimals.
3. A variety of teaching methods are listed, including brainstorming, guided and independent practice, group work, and assessments through tests and homework.
1) The document discusses squares and square roots, including definitions and properties. It defines a square number as a number that can be expressed as the product of a natural number with itself.
2) It provides examples of square numbers and explores patterns in their ones digits. Only certain digits (0,1,4,5,6,9) can end square numbers.
3) The document also covers finding square roots through prime factorization and the long division method, including examples of finding square roots of decimals. Pythagorean triplets and their relationships to squares are also discussed.
The document discusses different types of 2D and 3D shapes. It defines rectangles, squares, triangles, and hexagons as plane or 2D figures. Cuboids, cubes, and cylinders are defined as solid or 3D figures. Solid figures are made up of plane surfaces or figures. The surface area of solids is calculated by finding the total area of these plane figures. Formulas are provided to calculate the surface area of cuboids and cubes. Practice questions are included for students to calculate surface areas of shapes based on given measurements.
Tis is based on mathematics chapter 1 covering all properties you can revise anything from it it is very knowledgeable. It also covers some class 7 topics too. All your topics will be cleared from it.
Learning Objectives
After going through this module the teachers will know about the transactional strategies including the assessment part that can be adopted to engage the children in learning. They will be able to
relate the competencies and skills as given in the Learning outcomes with the state syllabus
conduct appropriate pedagogical processes to help children in achieving the class level learning outcomes
integrate assessment with pedagogical processes to continuously ensure the progress in learning by all children
This document discusses different views of mathematics and how it relates to various aspects of life. It provides examples of how math is used in everyday situations and lessons that can be learned from math concepts. Some key points made include that math involves operations like sharing and distributing items equally, it can teach valuable life lessons through stories and examples, and math principles like ratios, averages, and fractions are relevant outside of academics. Geometry, in particular, demonstrates rational order and balance in nature. Overall, the document aims to show how math is not just numbers but can reflect qualities like patience, problem-solving, and finding fairness or perfection.
Lesson plan on introduction of trigonometry, students must aware about the history , concepts to be done, what common error they commit and what are the scope of this topic in careers
This document provides an instructor's guide for a 6-week Resident Assistant training class. The class covers topics like self-awareness, privilege, mental health training, and more. Each week focuses on developing the students' leadership skills and identity through discussions, activities, and reflections. The overall goal is to prepare students for their role as Resident Assistants and support their identity development using theories like Chickering's Identity Development model.
The document provides resources for junior executives seeking employment, including resume samples, cover letters, interview questions and answers, and tips. It lists resume formats like chronological, functional, curriculum vitae, and targeted resumes. It also provides links to additional materials on resume writing, interview preparation, and career development resources for various industries and job levels.
This document provides information and resources for evaluating the job performance of a preschool teacher assistant, including:
1. A 4-page sample job performance evaluation form with ratings for various performance factors like administration, communication, teamwork, and a section for comments.
2. Additional performance review phrases for evaluating attributes like attitude, creativity, decision-making, and interpersonal skills.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. Checklists, ratings scales, and behavioral observation are among the methods described.
The document aims to provide preschools with materials and guidance for formally assessing and documenting a teacher
The artwork "Partum" is a 2009 portrait painting by Dallas artist Sara Cardona. It depicts a woman with vines covering her face, and decorative elements in her pinned back hair. Though her facial features are emphasized, she has a blank, emotionally closed-off stare that suggests she is hiding something and uses the vines as protection. The painting explores the idea that the woman has experienced hurt in life and wants to seem invisible, while maintaining her sense of beauty and calmness behind the veil over her face.
1. Teaching is a process that usually occurs in the classroom where a teacher conveys knowledge and skills to students. The goal is to impart knowledge, change attitudes and behaviors, and provide life experiences.
2. Teaching requires diagnosing students' entry behaviors and abilities, setting educational objectives, and analyzing available resources. It also involves selecting appropriate content and teaching methods tailored to individual students.
3. For teaching to be effective there must be interaction between the teacher as the independent variable working to influence students as the dependent variable through intervening variables like content, methods, and environment.
The document discusses performance appraisal methods used to evaluate employee performance. It describes comparative appraisal methods like ranking, paired comparisons, and forced distribution that compare employees' performance. Behavioral appraisal methods like graphic rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales evaluate employees based on important job behaviors. Output-based appraisals assess performance based on quantifiable outcomes. The document also introduces a proposed new hybrid appraisal method that combines aspects of comparative, behavioral, and output-based approaches.
Management by Objectives (MBO) is a systematic process where managers and their subordinates define objectives together and work to achieve them. MBO aims to increase organizational performance by aligning goals throughout the organization. The key aspects of MBO include collectively setting specific and measurable objectives, developing plans to achieve them, monitoring performance, and providing feedback. While time-consuming, MBO can motivate employees and facilitate effective planning when implemented properly.
The document provides information about performance appraisal at Tata Motors. It first discusses Tata Motors, including its history, operations, and products. It then discusses performance appraisal in general terms. Finally, it describes research conducted to evaluate Tata Motors' performance appraisal process, including findings, conclusions, and suggestions.
This document contains information about performance evaluation forms and methods for retail sales associates. It includes a sample performance evaluation form spanning 4 pages that can be used to rate associates on various performance factors using ratings like "Outstanding" to "Unsatisfactory". It also provides examples of performance phrases that can be used in evaluations and lists the top 12 methods for performance appraisal, such as Management by Objectives, Critical Incident Method, and 360 Degree Feedback. The document serves as a useful reference for evaluating and providing feedback to retail sales associates.
Management by Objectives (MBO) is a process where employees and supervisors jointly set goals, employees define their own goals and plans, and performance is evaluated based on achieving objectives. MBO aims to improve management by clarifying responsibilities, setting individual and organizational goals aligned with the overall strategy, and providing feedback. Key aspects of MBO include participative goal setting, explicit time periods for goals, and linking performance reviews to achieving objectives.
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.
Pre kindergarten teacher performance appraisaljacehobbs2
This document provides information and resources for evaluating the performance of a pre-kindergarten teacher, including:
1. A sample performance evaluation form with ratings and criteria for various job duties and skills.
2. Examples of performance review phrases for evaluating different attributes such as attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for conducting teacher performance appraisals, such as management by objectives, critical incident reviews, and 360-degree feedback.
Professor assistant performance appraisalsammywood963
This document provides information and resources for evaluating the performance of a professor assistant, including:
1. A sample job performance evaluation form with ratings, factors to evaluate, 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 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 conducting a practice head performance appraisal, including:
1. A sample performance appraisal form with sections for reviewing performance factors, employee strengths/areas for improvement, a performance review, 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.
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 on performance appraisal methods for subject leaders, including examples of performance review phrases. It discusses 12 common performance appraisal methods: Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, Behavioral Observation Scales, 360 Degree Feedback, Checklist and Weighted Checklist Method, Graphic Rating Scale, Forced Distribution Method, Field Review, Paired Comparison, Essay Appraisal, and Confidential Reports. For each method, it provides details on how the method works and examples of advantages and disadvantages. The document also includes sections on example performance review phrases for areas like attitude, creativity, decision-making, interpersonal skills, and teamwork.
This document provides information on performance appraisal methods for head hr, including definitions, features, advantages, and disadvantages. 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. Each method is described in 1-2 paragraphs outlining what it is and how it can be used for evaluating employee performance. Examples of rating scales, advantages, and limitations are also provided for some of the methods.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
The chapter Lifelines of National Economy in Class 10 Geography focuses on the various modes of transportation and communication that play a vital role in the economic development of a country. These lifelines are crucial for the movement of goods, services, and people, thereby connecting different regions and promoting economic activities.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
3. I. Maths teacher performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
• Use a current job description (job descriptions are available on the HR web page).
• Rate the person's level of performance, using the definitions below.
• Review with employee each performance factor used to evaluate his/her work performance.
• Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS (use job description as basis of this evaluation).
Outstanding
Job Performance Evaluation Form
Page 3
4. Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Outstanding
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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
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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. Maths teacher performance phrases
1.Attitude Performance Review Examples – maths teacher
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 maths teacher
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 – maths teacher
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 – maths teacher
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 – maths teacher
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 – maths teacher
Positive review
• Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
• Tom contributes to the success of the team on a regular basis.
• Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
• Mary is a team player and understands how to help others in times of need.
• Peter is the consummate team player.
Negative review
• Bill does not assist his teammates as required.
• Ryan holds on to too much and does not delegate to his team effectively.
• Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
• Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
• Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
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12. III.Top 12 methods for maths teacher 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
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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…
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