This document provides materials for evaluating the job performance of a mental health assistant, including:
1) Six links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators.
2) A sample 8-page job performance evaluation form for a mental health assistant, covering their performance review, factors, strengths, areas for improvement, and signatures.
3) Examples of performance review phrases for a mental health assistant's attitude, creativity/innovation, and decision making.
This document provides information about assessment, specifically observation and interviews as assessment methods. It discusses:
- Observation as a direct way for teachers to learn about students' abilities through watching them in contexts like P.E. class or working on a project.
- The steps teachers should take when observing students, including defining the behaviors to observe, developing an observation form, practicing observation, and recording notes immediately after.
- Interviews as another direct way to get to know students. It recommends planning questions, contexts, and a data collection tool in advance, as well as focusing during interviews and promptly reviewing notes afterward.
- Additional tips for both methods like avoiding biases and extremes when scoring or judging students.
Areas of concern in supervision of school practiceStephen Ndawula
This document outlines the main areas of concern for supervising instruction: preparations, presentations, classroom management, records and self-evaluation. Preparations include ensuring syllabi, schemes of work and lesson plans are properly formatted and contain appropriate objectives, methods and materials. Presentations are evaluated based on smooth flow, teaching methods, learner engagement and assessment of learning. Classroom management considers discipline, control and teacher-learner relationships. Records must be neat, organized and up-to-date. Self-evaluation should be realistic and focus on achieving objectives, challenges and improvements.
Formative and summative assessments unit 3 revised without referencespbingham1
Formative assessments are used during instruction to provide feedback to students and teachers to help improve the learning process. Examples include reflective journals, questions and answers sessions, and feedback collected throughout a term. Summative assessments are used to evaluate student learning at the end of an instructional period by providing a grade. Examples include rubrics, exams, term papers and projects. Formative assessments focus on ongoing improvement while summative assessments make final judgments about student performance and program effectiveness. Both types of assessments have advantages and disadvantages for students and teachers. The document emphasizes the importance of providing descriptive feedback to students.
PresEd 19 : Chapter 7 (The Pre-School Years : Getting Ready for School.)CarloAlmanzor1
The document discusses key aspects of preschool, including:
- Preschool aims to prepare children for school through learning, play, and socialization in a safe environment.
- Preschool programs include public, private, and Head Start options with part-time or full-time schedules.
- A quality preschool features age-appropriate activities, low student-teacher ratios, and trained staff to foster children's academic skills and development.
- The daily schedule balances free play, outdoor time, large group instruction, and small group activities to engage children in diverse settings.
The document discusses Howard Gardner's theory of multiple intelligences. It begins by describing the traditional view of intelligence as a single general mental ability measured by IQ tests. It then explains Gardner's view that this definition is too limited and does not account for the wide variety of human cognitive abilities. Gardner's theory proposes that there are at least eight different intelligences: linguistic, logical-mathematical, spatial, bodily-kinesthetic, musical, interpersonal, intrapersonal, and naturalistic. Each intelligence is associated with different skills and types of careers that suit individuals with strengths in that area. The theory challenged traditional views of intelligence and how it should be measured and developed.
Response To Intervention (RTI) presentationRobert Kulanda
The document discusses Response to Intervention (RTI), which is an approach used to provide early, systematic, and appropriately intensive assistance to children who are at risk for or already experiencing learning or behavioral difficulties. Some key points:
- RTI requires that all school districts have an RTI plan in place by January 2009 and implement scientific, research-based interventions for students by the 2010-2011 school year.
- RTI consists of three tiers - tier 1 involves high-quality classroom instruction for all students, tier 2 involves supplemental instruction for some students at risk, and tier 3 involves intensive, individualized interventions for a small number of students.
- The goals of RTI are to intervene early when
This document provides information about assessment, specifically observation and interviews as assessment methods. It discusses:
- Observation as a direct way for teachers to learn about students' abilities through watching them in contexts like P.E. class or working on a project.
- The steps teachers should take when observing students, including defining the behaviors to observe, developing an observation form, practicing observation, and recording notes immediately after.
- Interviews as another direct way to get to know students. It recommends planning questions, contexts, and a data collection tool in advance, as well as focusing during interviews and promptly reviewing notes afterward.
- Additional tips for both methods like avoiding biases and extremes when scoring or judging students.
Areas of concern in supervision of school practiceStephen Ndawula
This document outlines the main areas of concern for supervising instruction: preparations, presentations, classroom management, records and self-evaluation. Preparations include ensuring syllabi, schemes of work and lesson plans are properly formatted and contain appropriate objectives, methods and materials. Presentations are evaluated based on smooth flow, teaching methods, learner engagement and assessment of learning. Classroom management considers discipline, control and teacher-learner relationships. Records must be neat, organized and up-to-date. Self-evaluation should be realistic and focus on achieving objectives, challenges and improvements.
Formative and summative assessments unit 3 revised without referencespbingham1
Formative assessments are used during instruction to provide feedback to students and teachers to help improve the learning process. Examples include reflective journals, questions and answers sessions, and feedback collected throughout a term. Summative assessments are used to evaluate student learning at the end of an instructional period by providing a grade. Examples include rubrics, exams, term papers and projects. Formative assessments focus on ongoing improvement while summative assessments make final judgments about student performance and program effectiveness. Both types of assessments have advantages and disadvantages for students and teachers. The document emphasizes the importance of providing descriptive feedback to students.
PresEd 19 : Chapter 7 (The Pre-School Years : Getting Ready for School.)CarloAlmanzor1
The document discusses key aspects of preschool, including:
- Preschool aims to prepare children for school through learning, play, and socialization in a safe environment.
- Preschool programs include public, private, and Head Start options with part-time or full-time schedules.
- A quality preschool features age-appropriate activities, low student-teacher ratios, and trained staff to foster children's academic skills and development.
- The daily schedule balances free play, outdoor time, large group instruction, and small group activities to engage children in diverse settings.
The document discusses Howard Gardner's theory of multiple intelligences. It begins by describing the traditional view of intelligence as a single general mental ability measured by IQ tests. It then explains Gardner's view that this definition is too limited and does not account for the wide variety of human cognitive abilities. Gardner's theory proposes that there are at least eight different intelligences: linguistic, logical-mathematical, spatial, bodily-kinesthetic, musical, interpersonal, intrapersonal, and naturalistic. Each intelligence is associated with different skills and types of careers that suit individuals with strengths in that area. The theory challenged traditional views of intelligence and how it should be measured and developed.
Response To Intervention (RTI) presentationRobert Kulanda
The document discusses Response to Intervention (RTI), which is an approach used to provide early, systematic, and appropriately intensive assistance to children who are at risk for or already experiencing learning or behavioral difficulties. Some key points:
- RTI requires that all school districts have an RTI plan in place by January 2009 and implement scientific, research-based interventions for students by the 2010-2011 school year.
- RTI consists of three tiers - tier 1 involves high-quality classroom instruction for all students, tier 2 involves supplemental instruction for some students at risk, and tier 3 involves intensive, individualized interventions for a small number of students.
- The goals of RTI are to intervene early when
Early Childhood Special Education (ECSE) provides services for children from birth to kindergarten age who qualify under IDEA. The Individualized Family Service Plan (IFSP) outlines the services and supports for infants and toddlers, focusing on the family's priorities and natural environments. For preschoolers, the IEP may specify services to meet outcomes in developmental areas in preparation for kindergarten. Research shows the benefits of early intervention, though ongoing studies are needed to identify the most effective programs.
1. This document outlines a 5-step process for progress monitoring in early childhood programs: determining current performance levels, identifying goals for learning, regularly measuring performance, comparing actual progress to expected progress, and adjusting instruction.
2. It discusses the benefits of progress monitoring such as improved child learning, more efficient communication, and documentation of progress. Research shows progress monitoring leads to better outcomes in areas like decoding, fluency, and comprehension.
3. The 5 steps are: determine baseline, set goals, regularly measure performance, compare actual to expected progress, and adjust instruction. Tools may include digital tools and work samples to illustrate skills. Goals should be specific, measurable, attainable and related to expectations.
Collaborative action research is a process where educators systematically examine their own practices using research techniques to improve student learning. It involves teams of practitioners working together to investigate issues relevant to them. There are typically five phases: (1) identifying problems, (2) planning actions, (3) collecting data, (4) analyzing data, and (5) planning for future actions based on results. Collaborative action research is advocated for because it allows educators without research expertise to improve, and collaboration facilitates discussion of issues and perspectives.
Interpretation of scores and the grading system in public schoolsAirah Torres
This document discusses guidelines for assessing student performance and grading. It outlines how test scores should be converted to percentages and guidelines for test design, including allocation of item difficulty. Transitional guidelines are also presented, including adjustments to test design and passing marks to ease implementation of a new performance-based grading system. The overall purpose is to generate meaningful scores and ratings from test and non-test assessments to evaluate student achievement based on learning competencies.
This document discusses attention deficit hyperactivity disorder (ADHD) and provides information for educators. It begins by debunking common myths about ADHD, explaining that it is a hereditary neurobiological disorder, not simply a label for misbehavior. The document then discusses what ADHD looks like for students in terms of social behaviors, behaviors in the classroom for both younger and teenage students, and differences between boys and girls with ADHD. Suggestions are provided for classroom accommodations and ways educators can support students with ADHD. Resources for further information are also included.
This document provides information and guidance for educators on ADHD. It begins by stating that approximately 8.4% of US children have been diagnosed with ADHD, and that these children struggle with organization, hyperactivity, concentration, and attention. The document then discusses underlying issues associated with ADHD beyond obvious symptoms, and the educator's role in teaching organizational skills, addressing impulsivity and hyperactivity, and assisting with learning problems. It provides specific strategies in these areas and concludes by listing additional resources for teachers and parents.
A learning disability is a disorder that affects one or more basic psychological processes involved in understanding or using spoken or written language. It can manifest as difficulties with listening, thinking, speaking, reading, writing, spelling, or math. Common causes include genetics, problems during pregnancy/birth, brain injuries, and environmental factors like poor early education. Learning disabilities are diagnosed by comparing IQ and achievement test scores - a significant discrepancy indicates a learning disability. Specific types of learning disabilities include dyslexia, dysgraphia, dyscalculia, and others related to language, motor skills, sensory processing and more.
The primary purpose of assessment is to improve student learning and teaching. Assessment provides timely feedback to students about their understanding to help them adjust their learning and identify areas for growth. Teachers use assessment to determine instructional effectiveness and guide future teaching. Assessment information can be used by students, teachers, parents, school leaders, and other stakeholders to determine next steps for teaching and learning and support program and policy improvement.
The document discusses learning styles and principles of effective teaching. It describes three common learning styles: visual, auditory, and kinesthetic. It also lists 12 principles of learning, such as active involvement, social participation, relating new information to prior knowledge, and developmental differences. The document provides examples of classroom strategies for each principle. It emphasizes that teachers should understand their own learning styles and create a positive environment to address students' varied needs.
Motor development is delayed in individuals with vision impairments (VI), especially after age 3 when differences in gross motor skills like locomotion emerge compared to sighted peers. The degree and type of VI, such as peripheral field loss, acuity loss, or cortical visual impairment, affect development and should be considered to appropriately support individuals. Adaptations like optimal lighting, audio cues, and consistent organization can help with motor skills, while sports provide inclusive physical activity opportunities. Understanding how VI impacts development informs teaching practices.
This document summarizes the foundational figures in the history of special education, including Jean Itard who first attempted to educate mentally retarded children scientifically, Edouard Seguin who pioneered methods for teaching the severely intellectually disabled, and Samuel Gridley Howe who founded schools for the blind and intellectually disabled. It also outlines the key contributions of Thomas Hopkins Gallaudet, Edward Miner Gallaudet, Louis Braille, Anna Freud, Maria Montessori, Alfred Strauss, Samuel Kirk, Lewis Terman, and Alfred Binet to developing educational approaches and assessments that helped establish the field of special education.
This document discusses human development across the lifespan from infancy to later adulthood. It covers the main stages of life and focuses on physical, intellectual, emotional and social development at each stage. Key milestones are provided for growth in areas such as motor skills, language, self-identity and social interactions as individuals progress from childhood to adolescence to adulthood. The document also examines changes that occur during puberty and aging and how maturity develops in relationships, independence, and work roles over one's lifetime.
Authentic assessment encourages integrating teaching, learning, and evaluation. It involves an authentic task for students to perform and a rubric to score their performance. Developing authentic assessment involves four steps: 1) identifying learning outcomes, 2) selecting an authentic task, 3) identifying criteria for successful task completion, and 4) creating a rubric to measure student performance against the criteria.
This document discusses the history, laws, and trends affecting early childhood special education. It outlines key historic events like the passage of the Education for All Handicapped Children Act in 1975. Major laws impacting special education are also summarized, including the Individuals with Disabilities Education Act, Americans with Disabilities Act, Rehabilitation Act, and No Child Left Behind Act. The document notes how these laws have improved support and protections for students with disabilities over time.
The document discusses emotional and behavioral disorders (EBD). It describes how Eli Mike Bower first developed the term "emotional disturbance" in the 1960s while researching students who needed services for severe emotional and behavioral problems. It then provides characteristics and examples of different types of EBDs like adjustment disorder, anxiety disorder, obsessive compulsive disorder, attention deficit/hyperactivity disorder, and others. Finally, it suggests that people with EBDs need a comfortable supportive environment and highlights World Mental Health Day and its goal of raising awareness about mental illness.
Support worker mental health performance appraisallucaschaplin8
This document provides information and resources for performance evaluations of support workers in mental health. It includes:
1. Links to free ebooks and resources on performance appraisal forms, phrases, methods, and key performance indicators.
2. A sample job performance evaluation form spanning 7 pages with sections to rate performance factors, document strengths, areas for improvement, and signatures.
3. A section with examples of performance review phrases for evaluating different skills areas 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 technique, behaviorally anchored rating scales, and 360 degree feedback.
Este documento presenta los resultados de una evaluación psicológica mediante el inventario MMPI-2. En 3 oraciones o menos:
La persona evaluada mostró puntajes elevados en escalas de validez que sugieren exageración de síntomas o dificultades en la comprensión. Las escalas clínicas muestran síntomas depresivos, preocupaciones somáticas e ideas poco convencionales. Algunas subescalas indican baja energía, sentimientos de inferioridad y evitación social.
The State of Office Connectivity in the United StatesWiredScore
If you work in an office, you're probably tech-savvier than you realize. Today's office workers rely heavily on tools like email, VoIP, big data, the cloud, and SaaS services. In the first-ever State of Office Connectivity survey, office workers overwhelmingly ranked internet connectivity as a critical factor in business productivity today, according to WiredScore, the nation’s first and only provider of a standardized rating system for office buildings with the fastest and most reliable internet connections.
In this presentation, we share the results of our research conducted during the first quarter of 2015. We asked over 440 office workers for their perspective on internet connectivity in their day-to-day work environment. If you're a company looking for office space, an office manager, an IT professional, a real estate broker or even a building owner, you can’t afford to not read The State of Office Connectivity!
Want more? Visit us at wiredscore.com or email us at info@wiredscore.com
Sumit Jain has over 1.5 years of experience in data warehousing using ETL tool DataStage. He has worked on projects involving extracting, transforming, and loading data into Oracle and Teradata databases. His most recent project was for Vodafone Essar Limited, where he helped design and develop an Oracle 11g data warehouse using DataStage. In this role, he participated in requirements gathering, monitored daily loads, performed testing and tuning, and resolved issues. He has strong skills in DataStage, Oracle, UNIX, and has experience in scheduling, monitoring, and ticketing tools.
Early Childhood Special Education (ECSE) provides services for children from birth to kindergarten age who qualify under IDEA. The Individualized Family Service Plan (IFSP) outlines the services and supports for infants and toddlers, focusing on the family's priorities and natural environments. For preschoolers, the IEP may specify services to meet outcomes in developmental areas in preparation for kindergarten. Research shows the benefits of early intervention, though ongoing studies are needed to identify the most effective programs.
1. This document outlines a 5-step process for progress monitoring in early childhood programs: determining current performance levels, identifying goals for learning, regularly measuring performance, comparing actual progress to expected progress, and adjusting instruction.
2. It discusses the benefits of progress monitoring such as improved child learning, more efficient communication, and documentation of progress. Research shows progress monitoring leads to better outcomes in areas like decoding, fluency, and comprehension.
3. The 5 steps are: determine baseline, set goals, regularly measure performance, compare actual to expected progress, and adjust instruction. Tools may include digital tools and work samples to illustrate skills. Goals should be specific, measurable, attainable and related to expectations.
Collaborative action research is a process where educators systematically examine their own practices using research techniques to improve student learning. It involves teams of practitioners working together to investigate issues relevant to them. There are typically five phases: (1) identifying problems, (2) planning actions, (3) collecting data, (4) analyzing data, and (5) planning for future actions based on results. Collaborative action research is advocated for because it allows educators without research expertise to improve, and collaboration facilitates discussion of issues and perspectives.
Interpretation of scores and the grading system in public schoolsAirah Torres
This document discusses guidelines for assessing student performance and grading. It outlines how test scores should be converted to percentages and guidelines for test design, including allocation of item difficulty. Transitional guidelines are also presented, including adjustments to test design and passing marks to ease implementation of a new performance-based grading system. The overall purpose is to generate meaningful scores and ratings from test and non-test assessments to evaluate student achievement based on learning competencies.
This document discusses attention deficit hyperactivity disorder (ADHD) and provides information for educators. It begins by debunking common myths about ADHD, explaining that it is a hereditary neurobiological disorder, not simply a label for misbehavior. The document then discusses what ADHD looks like for students in terms of social behaviors, behaviors in the classroom for both younger and teenage students, and differences between boys and girls with ADHD. Suggestions are provided for classroom accommodations and ways educators can support students with ADHD. Resources for further information are also included.
This document provides information and guidance for educators on ADHD. It begins by stating that approximately 8.4% of US children have been diagnosed with ADHD, and that these children struggle with organization, hyperactivity, concentration, and attention. The document then discusses underlying issues associated with ADHD beyond obvious symptoms, and the educator's role in teaching organizational skills, addressing impulsivity and hyperactivity, and assisting with learning problems. It provides specific strategies in these areas and concludes by listing additional resources for teachers and parents.
A learning disability is a disorder that affects one or more basic psychological processes involved in understanding or using spoken or written language. It can manifest as difficulties with listening, thinking, speaking, reading, writing, spelling, or math. Common causes include genetics, problems during pregnancy/birth, brain injuries, and environmental factors like poor early education. Learning disabilities are diagnosed by comparing IQ and achievement test scores - a significant discrepancy indicates a learning disability. Specific types of learning disabilities include dyslexia, dysgraphia, dyscalculia, and others related to language, motor skills, sensory processing and more.
The primary purpose of assessment is to improve student learning and teaching. Assessment provides timely feedback to students about their understanding to help them adjust their learning and identify areas for growth. Teachers use assessment to determine instructional effectiveness and guide future teaching. Assessment information can be used by students, teachers, parents, school leaders, and other stakeholders to determine next steps for teaching and learning and support program and policy improvement.
The document discusses learning styles and principles of effective teaching. It describes three common learning styles: visual, auditory, and kinesthetic. It also lists 12 principles of learning, such as active involvement, social participation, relating new information to prior knowledge, and developmental differences. The document provides examples of classroom strategies for each principle. It emphasizes that teachers should understand their own learning styles and create a positive environment to address students' varied needs.
Motor development is delayed in individuals with vision impairments (VI), especially after age 3 when differences in gross motor skills like locomotion emerge compared to sighted peers. The degree and type of VI, such as peripheral field loss, acuity loss, or cortical visual impairment, affect development and should be considered to appropriately support individuals. Adaptations like optimal lighting, audio cues, and consistent organization can help with motor skills, while sports provide inclusive physical activity opportunities. Understanding how VI impacts development informs teaching practices.
This document summarizes the foundational figures in the history of special education, including Jean Itard who first attempted to educate mentally retarded children scientifically, Edouard Seguin who pioneered methods for teaching the severely intellectually disabled, and Samuel Gridley Howe who founded schools for the blind and intellectually disabled. It also outlines the key contributions of Thomas Hopkins Gallaudet, Edward Miner Gallaudet, Louis Braille, Anna Freud, Maria Montessori, Alfred Strauss, Samuel Kirk, Lewis Terman, and Alfred Binet to developing educational approaches and assessments that helped establish the field of special education.
This document discusses human development across the lifespan from infancy to later adulthood. It covers the main stages of life and focuses on physical, intellectual, emotional and social development at each stage. Key milestones are provided for growth in areas such as motor skills, language, self-identity and social interactions as individuals progress from childhood to adolescence to adulthood. The document also examines changes that occur during puberty and aging and how maturity develops in relationships, independence, and work roles over one's lifetime.
Authentic assessment encourages integrating teaching, learning, and evaluation. It involves an authentic task for students to perform and a rubric to score their performance. Developing authentic assessment involves four steps: 1) identifying learning outcomes, 2) selecting an authentic task, 3) identifying criteria for successful task completion, and 4) creating a rubric to measure student performance against the criteria.
This document discusses the history, laws, and trends affecting early childhood special education. It outlines key historic events like the passage of the Education for All Handicapped Children Act in 1975. Major laws impacting special education are also summarized, including the Individuals with Disabilities Education Act, Americans with Disabilities Act, Rehabilitation Act, and No Child Left Behind Act. The document notes how these laws have improved support and protections for students with disabilities over time.
The document discusses emotional and behavioral disorders (EBD). It describes how Eli Mike Bower first developed the term "emotional disturbance" in the 1960s while researching students who needed services for severe emotional and behavioral problems. It then provides characteristics and examples of different types of EBDs like adjustment disorder, anxiety disorder, obsessive compulsive disorder, attention deficit/hyperactivity disorder, and others. Finally, it suggests that people with EBDs need a comfortable supportive environment and highlights World Mental Health Day and its goal of raising awareness about mental illness.
Support worker mental health performance appraisallucaschaplin8
This document provides information and resources for performance evaluations of support workers in mental health. It includes:
1. Links to free ebooks and resources on performance appraisal forms, phrases, methods, and key performance indicators.
2. A sample job performance evaluation form spanning 7 pages with sections to rate performance factors, document strengths, areas for improvement, and signatures.
3. A section with examples of performance review phrases for evaluating different skills areas 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 technique, behaviorally anchored rating scales, and 360 degree feedback.
Este documento presenta los resultados de una evaluación psicológica mediante el inventario MMPI-2. En 3 oraciones o menos:
La persona evaluada mostró puntajes elevados en escalas de validez que sugieren exageración de síntomas o dificultades en la comprensión. Las escalas clínicas muestran síntomas depresivos, preocupaciones somáticas e ideas poco convencionales. Algunas subescalas indican baja energía, sentimientos de inferioridad y evitación social.
The State of Office Connectivity in the United StatesWiredScore
If you work in an office, you're probably tech-savvier than you realize. Today's office workers rely heavily on tools like email, VoIP, big data, the cloud, and SaaS services. In the first-ever State of Office Connectivity survey, office workers overwhelmingly ranked internet connectivity as a critical factor in business productivity today, according to WiredScore, the nation’s first and only provider of a standardized rating system for office buildings with the fastest and most reliable internet connections.
In this presentation, we share the results of our research conducted during the first quarter of 2015. We asked over 440 office workers for their perspective on internet connectivity in their day-to-day work environment. If you're a company looking for office space, an office manager, an IT professional, a real estate broker or even a building owner, you can’t afford to not read The State of Office Connectivity!
Want more? Visit us at wiredscore.com or email us at info@wiredscore.com
Sumit Jain has over 1.5 years of experience in data warehousing using ETL tool DataStage. He has worked on projects involving extracting, transforming, and loading data into Oracle and Teradata databases. His most recent project was for Vodafone Essar Limited, where he helped design and develop an Oracle 11g data warehouse using DataStage. In this role, he participated in requirements gathering, monitored daily loads, performed testing and tuning, and resolved issues. He has strong skills in DataStage, Oracle, UNIX, and has experience in scheduling, monitoring, and ticketing tools.
1) Researchers at JPL developed a compact digital radar receiver to be used in a Ka-band radar interferometer for ice surface topography mapping.
2) The receiver is designed to be flexible and compact to meet the needs of a 16-element digital beamforming system while also being adaptable to other applications.
3) It can sample RF inputs up to 3.3 GHz at 10 bits and extract data via a front-panel interface, with components selected for potential spaceborne use.
This document provides a job performance evaluation form for evaluating a music consultant. It includes sections for reviewing performance factors, identifying employee strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also lists helpful online resources for performance appraisals and includes sample phrases for evaluating different aspects of job performance such as attitude, creativity, and decision-making.
I am a leader capable of challenging clients, enabling them to achieve long-term fitness and health improvement goals, motivating and empowering them to develop strategies and tools for lasting change.
My natural empathy and personalised approach, combined with business and people coaching skills has provided me with a deep understanding of behavioural change processes and I am a firm believer in my holistic and durable approach to fitness.
El documento resume el derecho laboral y sus antecedentes históricos en México. Define el derecho laboral como el conjunto de normas jurídicas que rigen las relaciones entre trabajadores y empleadores, buscando el equilibrio entre trabajo y capital. Explica que el derecho laboral surgió tras la Revolución Mexicana a inicios del siglo XX, cuando la clase baja se sintió marginada y abusada por la clase dominante y se levantó en armas para mejorar sus condiciones laborales.
How to Select the Right Business Management SoftwareEvosus
This document provides tips for businesses on preparing for, selecting, and implementing new business management software. It emphasizes the importance of preparation, including analyzing business needs and processes, envisioning future goals, and creating a list of required and desired software features. When selecting a vendor, the tips recommend creating a shortlist of options by researching vendors that meet requirements, then evaluating features and company support. Finally, the document stresses that implementation requires commitment of employee time for training and adapting to new processes, as well as addressing data conversion and change management. The overall message is that thorough preparation and openness to change are keys to a successful software selection and implementation project.
Medical office administrative assistant performance appraisalEmmanuelPetit678
This document provides information and resources for evaluating the job performance of a medical office administrative assistant. It includes sample evaluation forms, performance rating definitions, and descriptions of common performance appraisal methods. The forms allow supervisors to rate assistants on key job duties and behaviors using scales. Suggested methods for appraising performance include management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Resources for developing goals, key performance indicators, and writing self-appraisals are also referenced.
This document contains a resume for Susanna Cappai, who is an experienced personal trainer and wellness coach specializing in underprivileged populations. She has over 20 years of experience in fitness instruction, personal training, and wellness coaching. Her qualifications include certificates in various types of fitness instruction including Zumba, boxing, and Pilates. She also has experience in business management, sales, and adult education.
This document provides information on various performance appraisal methods that can be used to evaluate a merchandising coordinator. It describes 6 common methods: 1) Management by Objectives, which involves setting goals and evaluating performance based on accomplishing those goals; 2) Critical Incident Method, where positive and negative behaviors are recorded throughout the review period; 3) Behaviorally Anchored Rating Scales, which focuses on behaviors as indicators of effective and ineffective performance; 4) Behavioral Observation Scales, which rates critical incidents performed over a period; 5) 360 Degree Feedback, where anonymous feedback is collected from managers, subordinates and peers; and 6) Checklist Method, which involves ticking traits the employee possesses from a predefined list.
Canyon Creek Summer Camp is owned and operated by Daryl Moss, Jeff Robinson, and Nathalie Moss who have over 60 years of combined camp experience. The camp is located on 81 acres in the Angeles National Forest near Los Angeles and features many athletic facilities and activities for campers to enjoy. A typical day at Canyon Creek Summer Camp includes team building activities, sports, water activities at a nearby lake, evening programs, and campfires to help campers build confidence, independence, and lifelong friendships.
Mental health associate perfomance appraisal 2tonychoper4404
This document contains a job performance evaluation form for a mental health associate. It consists of 4 pages that provide guidance on conducting a performance review, including rating scales, categories to evaluate like administration and communication, and sections for employee strengths and areas for improvement. The last page provides example phrases to use in a performance review for areas such as attitude, creativity, and decision-making. The form allows for documenting a review of the employee's performance against their job description and goals.
This document provides information and resources for evaluating the job performance of a wellness consultant, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A sample job performance evaluation form for a wellness consultant with sections to rate their performance on factors like administration, communication, decision making, and interpersonal skills.
3. Examples of positive and negative phrases to use in evaluating a wellness consultant's performance in areas such as attitude, creativity, decision making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for evaluating wellness consultant performance, including management by objectives, critical incident, behaviorally
This document provides information on performance evaluation methods for a health information specialist. It discusses 12 common methods: 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 goal is to help evaluate a health information specialist's performance and identify areas for improvement.
This document provides resources and templates for conducting a job performance evaluation of a medical staff coordinator. It includes a multi-page evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and developing a plan of action. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes sections to review the employee's job description and obtain signatures. Additional documents provide example phrases to use in evaluating different aspects of performance, such as attitude, creativity, decision-making, and more.
Home health administrator performance appraisalDavidJames345
This document provides information on various methods for evaluating the job performance of a home health administrator. It discusses 12 different performance appraisal methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist methods. For each method, it provides a definition and overview of how the method works as well as examples of advantages and disadvantages. The goal is to help select the most appropriate performance evaluation approach for a home health administrator.
Medical records coordinator performance appraisalEmmanuelPetit678
This document provides materials for evaluating the job performance of a medical records coordinator, including:
- Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators.
- A sample medical records coordinator job performance evaluation form covering 14 performance factors rated on a scale, as well as sections for strengths, areas for improvement, action plans, employee and manager comments, and a job description review.
- Examples of performance review phrases for a medical records coordinator's attitude, creativity/innovation, and decision-making.
Mental health specialist perfomance appraisal 2tonychoper3704
This document contains information about performance evaluation forms and methods for mental health specialists. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various factors like attitude, creativity, decision-making, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document aims to provide useful resources for conducting mental health specialist performance evaluations.
This document provides resources and templates for conducting a job performance evaluation for a physicians assistant. It includes:
- Links to free eBooks and resources on performance appraisal methods, phrases for evaluations, sample forms, and key performance indicators.
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1. Job Performance Evaluation Form Page 1
Mental health assistant performance appraisal
Useful performance appraisal materials for mental health assistant:
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/
performanceappraisal123.com/free-ebook-top -9-tips-to-writing-a-winning-
self-appraisal
Mental health assistant job description
Mental health assistant goals & objectives
Mental health assistant KPIs & KRAs
Mental health assistant self appraisal
2. Job Performance Evaluation Form Page 2
I. Mental health assistant performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
3. Job Performance Evaluation Form Page 3
Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS(use job description as basis of this evaluation).
Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
4. Job Performance Evaluation Form Page 4
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
5. Job Performance Evaluation Form Page 5
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS:Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
7. Job Performance Evaluation Form Page 7
E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that theemployee was
given theopportunity to discuss theofficial review with thesupervisor.)
Evaluated by Date
Reviewed by Date
8. Job Performance Evaluation Form Page 8
II. Mental health assistant performance phrases
1.Attitude Performance Review Examples – mental health assistant
Positive review
Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for mental health assistant
Positive review
Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
9. Job Performance Evaluation Form Page 9
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 – mental health assistant
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance ReviewPhrases – mental health assistant
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
10. Job Performance Evaluation Form Page 10
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 – mental health assistant
Positive review
Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
11. Job Performance Evaluation Form Page 11
6.Teamwork Skills Performance Appraisal Phrases – mental health assistant
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
12. Job Performance Evaluation Form Page 12
III.Top 12 methods for mental health assistant performance
appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
13. Job Performance Evaluation Form Page 13
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)
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.
14. Job Performance Evaluation Form Page 14
-----------------------------
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.
-----------------------------
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.
15. Job Performance Evaluation Form Page 15
• 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
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
16. Job Performance Evaluation Form Page 16
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
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
17. Job Performance Evaluation Form Page 17
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11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
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Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
18. Job Performance Evaluation Form Page 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…