A SIPOC diagram identifies all elements of a process improvement project before work begins. It helps define the scope of a complex project by answering questions about where the process starts and ends, its major steps, inputs and outputs, key customers and suppliers, and customer requirements. The diagram provides a deep understanding of the current process. It typically includes suppliers, inputs, process steps, outputs, and customers. Metrics may also be included to define quality, time, and cost of inputs, processes, and outputs. The diagram helps scope and plan a process improvement project.
Value Stream Transformation: Achieving Excellence through Leadership Alignmen...TKMG, Inc.
To subscribe: http://ksmartin.com/subscribe
To purchase the book: http://bit.ly/VSMbk
These are slides from a talk given on 1/8/14 in San Diego, California at SME Connect's Operations Roundtable.
Too many organizations today suffer from silo-centric behavior and intra-organizational conflict. And yet most don’t understand what’s holding them back from achieving outstanding performance. This is where Karen Martin’s new book Value Stream Mapping comes into play.
Value stream mapping can unleash the full potential of an organization and deliver greater customer value, increased profit margins, and create fulfilling work environments.
In this talk, Karen discussed how to:
• Prepare and engage your leadership team in the transformation process
• Gain a deep understanding about your current work systems and the related barriers to delivering value
• Design a future state that enables outstanding performance on all fronts
• Adopt a new design and lay the foundation for continued improvement
We've Had it All Wrong: Manage Processes, Not peopleTKMG, Inc.
Recorded webinar: http://slidesha.re/1iuvE3F
Subscribe: http://www.ksmartin.com/subscribe
Karen’s Books: http://ksmartin.com/books
For decades now, "management" has been synonymous with managing people. Meanwhile, processes, the lifeblood of an organization, remain largely unmanaged. In this webinar, Karen shares her views on why we need to change our thinking and her practical how-to's for making this vital pivot.
This document summarizes a Lean Six Sigma project conducted at the Bahama Bistro to reduce the pick-up order lead time. The project aimed to reduce the total time from order placement to food receipt from 27 minutes to below 20 minutes. Key aspects included analyzing the packaging process, implementing improvements like standardized packaging materials, and cross-training employees. Hypothesis testing confirmed packaging took longer than expected. The implemented solutions reduced cycle time and achieved the goal of less than 20 minutes. Ongoing monitoring ensures the benefits are sustained.
Value Stream Mapping in Office and ServiceTKMG, Inc.
Recorded webinar: http://slidesha.re/1bvM6J6
Subscribe: http://www.ksmartin.com/subscribe
To purchase the book: http://bit.ly/VSMbk
Being lean isn’t just reserved for Manufacturing processes - information-intensive operations such as Service and Knowledge processes have the ability to be lean too – let us show you how! Get the scoop on applying Value Stream Mapping, a critical tool in Lean transformation, in Office and Service environments.
What's covered:
- The key differences between Manufacturing and Office/Service Value Stream Maps
- The process of Value Stream Mapping in Office and Service environments
- Common wastes in Office and Service environments and goals for future state planning
- Digitally capturing, sharing, and storing Value Stream Maps
A SIPOC diagram identifies all elements of a process improvement project before work begins. It helps define the scope of a complex project by answering questions about where the process starts and ends, its major steps, inputs and outputs, key customers and suppliers, and customer requirements. The diagram provides a deep understanding of the current process. It typically includes suppliers, inputs, process steps, outputs, and customers. Metrics may also be included to define quality, time, and cost of inputs, processes, and outputs. The diagram helps scope and plan a process improvement project.
Value Stream Transformation: Achieving Excellence through Leadership Alignmen...TKMG, Inc.
To subscribe: http://ksmartin.com/subscribe
To purchase the book: http://bit.ly/VSMbk
These are slides from a talk given on 1/8/14 in San Diego, California at SME Connect's Operations Roundtable.
Too many organizations today suffer from silo-centric behavior and intra-organizational conflict. And yet most don’t understand what’s holding them back from achieving outstanding performance. This is where Karen Martin’s new book Value Stream Mapping comes into play.
Value stream mapping can unleash the full potential of an organization and deliver greater customer value, increased profit margins, and create fulfilling work environments.
In this talk, Karen discussed how to:
• Prepare and engage your leadership team in the transformation process
• Gain a deep understanding about your current work systems and the related barriers to delivering value
• Design a future state that enables outstanding performance on all fronts
• Adopt a new design and lay the foundation for continued improvement
We've Had it All Wrong: Manage Processes, Not peopleTKMG, Inc.
Recorded webinar: http://slidesha.re/1iuvE3F
Subscribe: http://www.ksmartin.com/subscribe
Karen’s Books: http://ksmartin.com/books
For decades now, "management" has been synonymous with managing people. Meanwhile, processes, the lifeblood of an organization, remain largely unmanaged. In this webinar, Karen shares her views on why we need to change our thinking and her practical how-to's for making this vital pivot.
This document summarizes a Lean Six Sigma project conducted at the Bahama Bistro to reduce the pick-up order lead time. The project aimed to reduce the total time from order placement to food receipt from 27 minutes to below 20 minutes. Key aspects included analyzing the packaging process, implementing improvements like standardized packaging materials, and cross-training employees. Hypothesis testing confirmed packaging took longer than expected. The implemented solutions reduced cycle time and achieved the goal of less than 20 minutes. Ongoing monitoring ensures the benefits are sustained.
Value Stream Mapping in Office and ServiceTKMG, Inc.
Recorded webinar: http://slidesha.re/1bvM6J6
Subscribe: http://www.ksmartin.com/subscribe
To purchase the book: http://bit.ly/VSMbk
Being lean isn’t just reserved for Manufacturing processes - information-intensive operations such as Service and Knowledge processes have the ability to be lean too – let us show you how! Get the scoop on applying Value Stream Mapping, a critical tool in Lean transformation, in Office and Service environments.
What's covered:
- The key differences between Manufacturing and Office/Service Value Stream Maps
- The process of Value Stream Mapping in Office and Service environments
- Common wastes in Office and Service environments and goals for future state planning
- Digitally capturing, sharing, and storing Value Stream Maps
The project aims to improve the process quality of an associates team which has dropped below the 95% SLA to 92% over the last 4 months. The goal is to achieve over 95% monthly quality. Stakeholders include the Vice President as Champion, Assistant Vice President as Sponsor. The project will focus on associates in production from October 2010, and follow a DMAIC methodology from June 2010 to December 2010 to define, measure, analyze, improve and control the process.
The Outstanding Organization: The Power of EngagementTKMG, Inc.
Recorded webinar: http://slidesha.re/1dBAjZG
Subscribe: http://www.ksmartin.com/subscribe
To purchase the book: http://bit.ly/TOObk
Organizations who deliver consistently high levels of performance have significantly higher levels of employee ENGAGEMENT than those that don't. From the moment a new hire walks through your company's door, you have the opportunity to engage them or not.
In this webinar, you'll learn how to establish the climate that enables engagement and how to view onboarding, improvement, and problem-solving through an engagement lens, boosting organizational performance along the way.
The document provides an overview of strategic human resource management. It discusses key concepts like SHRM, HR strategies, HR competencies, and the changing workplace. The summary is:
[1] The document discusses strategic human resource management and key concepts in SHRM like linking HR to business strategy, developing HR strategies, and identifying HR competencies.
[2] It also examines the changing workplace and challenges for HR, including a more contingent workforce, diversity, engagement, and technology changes impacting work.
[3] Additionally, the document reviews frameworks for strategic HRM and identifies critical areas for HR to contribute to organizational strategy like training, staffing, compensation, and change management.
This document summarizes a project to reduce the lunch order cycle time at Bahama Bistro. The project aimed to reduce the total time from when a customer places an order to when they receive their food. Baseline data showed order times were longer than required. Root causes were identified as potential issues with packaging, wait staff, and food prep areas. Solutions like rearranging prep areas and changing packaging procedures were tested. After implementation, both sandwich order times and total order times were significantly reduced. Ongoing monitoring plans were created to sustain the improvements.
A system of Daily Management (based on the work of Luftig & Warren International) that enables management of the day-to-day operation of departments or cells at the lowest possible level by the process owner. It provides the means to improve performance on an ongoing basis and lock in the hard won gains.
Production and operations management - MeaningAfsana salam
Production and operations management involves planning, organizing, and overseeing processes to improve profitability. Managers analyze current processes and make adjustments to support strategic goals. Production management refers to the activities involved in manufacturing products, while operations management is for managing service-related processes. Both aim to transform inputs into final goods or services through defined and repeatable policies.
This document provides information and resources for evaluating the performance of a fleet mechanic. It includes a sample performance evaluation form with sections for reviewing job performance, employee strengths and accomplishments, areas for improvement, and a performance review plan. It also gives examples of phrases to use in evaluating different performance factors, such as attitude, creativity, decision-making, interpersonal skills, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides an overview of process mapping using a SIPOC (Supplier, Input, Process, Output, Customer) chart. It discusses how to create a high-level SIPOC that defines the key steps in a process, identifies important inputs and suppliers, and lists the major outputs and customers. The SIPOC is presented as the first step in process mapping to help visualize the current process and identify areas for potential improvement. Examples of completed SIPOCs are also included to demonstrate how they can be used to identify metrics and scope a process improvement project.
If companies can deepen their understanding of this digital progression, they can better grasp what actions are needed to make improvements in their business.
This is why we have created the Digital Maturity Model for Brand Packaging.
The model describes five levels of digital maturity by showing 14 dimensions that evolve as digital capabilities deepen. It's an excellent tool and methodology to identify where in the journey you are, where you would like to get to and how to close the gap.
Transition, Transformation, Program, PMBOK, Prince 2, Roles & Responsibilities, Stakeholder Communication / Relationship Building, Assessment, As Is ~ To Be
Monitoring and evaluation officer perfomance appraisal 2tonychoper6004
This document provides information and resources for monitoring and evaluating job performance, including a job performance evaluation form. The form includes sections to rate an employee's performance on various factors using scales, provide comments on strengths/areas for improvement, review goals, and obtain signatures. The document also lists additional performance appraisal methods and phrases that can be used to provide feedback, such as management by objectives, critical incidents, behaviorally anchored rating scales, and 360-degree reviews. Overall, the document offers guidance and templates for formally assessing an employee's work performance.
Value stream mapping (VSM) is a visual tool used to analyze the flow of materials and information required to deliver a product or service. It maps out the current process and identifies waste and defects. The goal of VSM is to design a future state map that improves the process by eliminating waste and reducing lead times and inventory levels. An implementation plan is then created to transition from the current to the future state through specific tasks assigned to individuals with milestones and reviews.
This document outlines key result areas and key performance indicators for evaluating a developer role. It discusses the following key result areas: result, process, product/project/service, growth, and goal. It then provides examples of KPIs for evaluating a developer's coding, programming, testing, documentation, delivery, estimation, and research skills. Specific KPIs include lines of code per day, code standard adherence, maintainability, reusability, testability, comment analysis, number of bugs, delivery timeliness, estimation accuracy, and knowledge sharing. The document provides details on how each KPI would be set up and measured.
It help desk support performance appraisalluisshahara11
This document provides information and resources for performance evaluations of IT help desk support staff, including:
1. Sample performance evaluation forms with rating scales and categories like job knowledge, communication, and customer service.
2. Phrases to use in evaluations for both positive and negative feedback on attributes like attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident reviews, and 360-degree feedback. Sample scales, advantages and disadvantages are discussed for various methods.
Financial Services provider data delivery models are actually shaped based on the client implementations. This presentation details the road map to standardize these disparate implementations into a single version.
Lean and the Corporate Agenda with Guest Jacob StollerTKMG, Inc.
This document discusses how corporate agendas can stifle lean thinking and provides examples of lean leaders who changed corporate agendas. It explores the basic language of corporate agendas and six schools of thinking that hinder lean, such as short-term focus, either/or thinking, and disrespect for production staff. Case studies of lean leaders like Art Byrne and Dr. John Toussaint demonstrate how changing metrics and empowering staff can improve both profits and outcomes. The document advocates studying lean management systems and getting involved in discussions to help shift corporate priorities towards lean.
This document discusses key performance indicators (KPIs) for security engineers. It provides steps to create KPIs for security engineers, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions against creating too many KPIs and notes that KPIs should be linked to strategy and empower employees. Various types of KPIs are defined such as process, input, output, leading, and lagging KPIs. Resources for additional KPI materials are referenced.
Top 8 network security engineer resume samplesgurimen12
The document provides resources for network security engineers seeking employment, including resume samples of different formats (chronological, functional, etc.), cover letter samples, interview questions and answers, job search tips, and links to additional materials on resume writing, interview preparation, and career development. The resources are intended to help network security engineers develop strong applications, perform well during interviews, and advance their careers.
The project aims to improve the process quality of an associates team which has dropped below the 95% SLA to 92% over the last 4 months. The goal is to achieve over 95% monthly quality. Stakeholders include the Vice President as Champion, Assistant Vice President as Sponsor. The project will focus on associates in production from October 2010, and follow a DMAIC methodology from June 2010 to December 2010 to define, measure, analyze, improve and control the process.
The Outstanding Organization: The Power of EngagementTKMG, Inc.
Recorded webinar: http://slidesha.re/1dBAjZG
Subscribe: http://www.ksmartin.com/subscribe
To purchase the book: http://bit.ly/TOObk
Organizations who deliver consistently high levels of performance have significantly higher levels of employee ENGAGEMENT than those that don't. From the moment a new hire walks through your company's door, you have the opportunity to engage them or not.
In this webinar, you'll learn how to establish the climate that enables engagement and how to view onboarding, improvement, and problem-solving through an engagement lens, boosting organizational performance along the way.
The document provides an overview of strategic human resource management. It discusses key concepts like SHRM, HR strategies, HR competencies, and the changing workplace. The summary is:
[1] The document discusses strategic human resource management and key concepts in SHRM like linking HR to business strategy, developing HR strategies, and identifying HR competencies.
[2] It also examines the changing workplace and challenges for HR, including a more contingent workforce, diversity, engagement, and technology changes impacting work.
[3] Additionally, the document reviews frameworks for strategic HRM and identifies critical areas for HR to contribute to organizational strategy like training, staffing, compensation, and change management.
This document summarizes a project to reduce the lunch order cycle time at Bahama Bistro. The project aimed to reduce the total time from when a customer places an order to when they receive their food. Baseline data showed order times were longer than required. Root causes were identified as potential issues with packaging, wait staff, and food prep areas. Solutions like rearranging prep areas and changing packaging procedures were tested. After implementation, both sandwich order times and total order times were significantly reduced. Ongoing monitoring plans were created to sustain the improvements.
A system of Daily Management (based on the work of Luftig & Warren International) that enables management of the day-to-day operation of departments or cells at the lowest possible level by the process owner. It provides the means to improve performance on an ongoing basis and lock in the hard won gains.
Production and operations management - MeaningAfsana salam
Production and operations management involves planning, organizing, and overseeing processes to improve profitability. Managers analyze current processes and make adjustments to support strategic goals. Production management refers to the activities involved in manufacturing products, while operations management is for managing service-related processes. Both aim to transform inputs into final goods or services through defined and repeatable policies.
This document provides information and resources for evaluating the performance of a fleet mechanic. It includes a sample performance evaluation form with sections for reviewing job performance, employee strengths and accomplishments, areas for improvement, and a performance review plan. It also gives examples of phrases to use in evaluating different performance factors, such as attitude, creativity, decision-making, interpersonal skills, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides an overview of process mapping using a SIPOC (Supplier, Input, Process, Output, Customer) chart. It discusses how to create a high-level SIPOC that defines the key steps in a process, identifies important inputs and suppliers, and lists the major outputs and customers. The SIPOC is presented as the first step in process mapping to help visualize the current process and identify areas for potential improvement. Examples of completed SIPOCs are also included to demonstrate how they can be used to identify metrics and scope a process improvement project.
If companies can deepen their understanding of this digital progression, they can better grasp what actions are needed to make improvements in their business.
This is why we have created the Digital Maturity Model for Brand Packaging.
The model describes five levels of digital maturity by showing 14 dimensions that evolve as digital capabilities deepen. It's an excellent tool and methodology to identify where in the journey you are, where you would like to get to and how to close the gap.
Transition, Transformation, Program, PMBOK, Prince 2, Roles & Responsibilities, Stakeholder Communication / Relationship Building, Assessment, As Is ~ To Be
Monitoring and evaluation officer perfomance appraisal 2tonychoper6004
This document provides information and resources for monitoring and evaluating job performance, including a job performance evaluation form. The form includes sections to rate an employee's performance on various factors using scales, provide comments on strengths/areas for improvement, review goals, and obtain signatures. The document also lists additional performance appraisal methods and phrases that can be used to provide feedback, such as management by objectives, critical incidents, behaviorally anchored rating scales, and 360-degree reviews. Overall, the document offers guidance and templates for formally assessing an employee's work performance.
Value stream mapping (VSM) is a visual tool used to analyze the flow of materials and information required to deliver a product or service. It maps out the current process and identifies waste and defects. The goal of VSM is to design a future state map that improves the process by eliminating waste and reducing lead times and inventory levels. An implementation plan is then created to transition from the current to the future state through specific tasks assigned to individuals with milestones and reviews.
This document outlines key result areas and key performance indicators for evaluating a developer role. It discusses the following key result areas: result, process, product/project/service, growth, and goal. It then provides examples of KPIs for evaluating a developer's coding, programming, testing, documentation, delivery, estimation, and research skills. Specific KPIs include lines of code per day, code standard adherence, maintainability, reusability, testability, comment analysis, number of bugs, delivery timeliness, estimation accuracy, and knowledge sharing. The document provides details on how each KPI would be set up and measured.
It help desk support performance appraisalluisshahara11
This document provides information and resources for performance evaluations of IT help desk support staff, including:
1. Sample performance evaluation forms with rating scales and categories like job knowledge, communication, and customer service.
2. Phrases to use in evaluations for both positive and negative feedback on attributes like attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident reviews, and 360-degree feedback. Sample scales, advantages and disadvantages are discussed for various methods.
Financial Services provider data delivery models are actually shaped based on the client implementations. This presentation details the road map to standardize these disparate implementations into a single version.
Lean and the Corporate Agenda with Guest Jacob StollerTKMG, Inc.
This document discusses how corporate agendas can stifle lean thinking and provides examples of lean leaders who changed corporate agendas. It explores the basic language of corporate agendas and six schools of thinking that hinder lean, such as short-term focus, either/or thinking, and disrespect for production staff. Case studies of lean leaders like Art Byrne and Dr. John Toussaint demonstrate how changing metrics and empowering staff can improve both profits and outcomes. The document advocates studying lean management systems and getting involved in discussions to help shift corporate priorities towards lean.
This document discusses key performance indicators (KPIs) for security engineers. It provides steps to create KPIs for security engineers, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions against creating too many KPIs and notes that KPIs should be linked to strategy and empower employees. Various types of KPIs are defined such as process, input, output, leading, and lagging KPIs. Resources for additional KPI materials are referenced.
Top 8 network security engineer resume samplesgurimen12
The document provides resources for network security engineers seeking employment, including resume samples of different formats (chronological, functional, etc.), cover letter samples, interview questions and answers, job search tips, and links to additional materials on resume writing, interview preparation, and career development. The resources are intended to help network security engineers develop strong applications, perform well during interviews, and advance their careers.
The document provides information about resume samples, tips, cover letters, and interview questions for security engineers. It lists useful materials found on the resume123.org website, including resume samples, tips for writing effective resumes, cover letter samples, interview questions and answers, secrets to winning job interviews, types of interview questions, job interview checklists, and ways to search for new jobs. The materials can help security engineers and those in related fields with career and job searching.
This document discusses key performance indicators (KPIs) for network security engineers. It provides information on developing KPIs, including identifying key result areas, tasks, and methods for measuring performance. The document recommends that KPIs be clearly linked to strategy and empower employees. It also lists different types of KPIs and cautions against creating too many KPIs. Additional KPI materials can be found on the kpi123 website.
The document discusses various topics related to computer and network security including:
- Analysis from 2014 and 2016 revealed an increasing number of malicious cyber attacks and new malware being created daily.
- Cyber attacks cost the UK economy £27 billion per year according to one report, while another survey found UK firms lost £34.1 billion in one year from security incidents.
- Over 1.8 billion web accounts have been hacked according to one website that tracks data breaches. The document provides information on tools and techniques that can be used to hack websites, intercept communications, conduct surveillance and engage in social engineering. It also discusses types of malware like viruses, worms and trojans as well as methods of protection.
Peter Ho is applying for the position of Building Design Manager at ABC Inc. that was introduced to him by his friend Dr. Peter Ho. He has years of experience in similar products and businesses that would be of interest to the company. As a former junior manager at AAA company, he expanded his territory by 30% and set up a new branch while recruiting 300 additional employees. He is confident he is a strong candidate and would like to discuss the opportunity further.
This document discusses cyber ethics and hacking. It begins with an introduction to why security is important and defines hacking. It then discusses different types of hackers like hackers, crackers, phreaks, and script kiddies. The document outlines strategies for ethical hackers and malicious hackers. It also discusses the importance of vulnerability research and provides conclusions about security.
This document contains materials for evaluating the job performance of a dentist hygienist, including:
- A multi-page performance appraisal form for rating a hygienist's performance, strengths/accomplishments, areas for improvement, and signatures.
- Links to additional online resources for performance appraisals, including sample forms, methods, and key performance indicators (KPIs).
- Sample phrases for evaluating a hygienist's attitude, creativity, decision-making, and other skills in a performance review.
network security, cryptography,steganographyNikhil l
Network security involves protecting computer networks through tools like firewalls, encryption, and digital signatures. Common security threats include TCP hijacking, packet sniffing, and unauthorized access to networks. Cryptography and steganography are methods used to secure communications and information. Cryptography involves encrypting data using techniques like public key infrastructure, while steganography hides secret messages within ordinary files like images or audio files. Both have benefits but also limitations, as strong encryption does not guarantee security if other vulnerabilities exist.
Gary White is a network engineer with over 10 years of experience maintaining and installing computer networks based around Microsoft Server Technologies. He has expertise in Cisco routers and switches as well as network management. He is looking for a new networking role that allows him to further develop his skills and experience.
The document discusses key performance indicators (KPIs) for pre-sales engineers. It provides information on developing KPIs, including defining objectives and key result areas, identifying tasks, and determining how to measure results. The document recommends that KPIs be clearly linked to strategy and empower employees. It lists types of KPIs and provides resources for top KPI materials, performance appraisal forms, and review phrases that can be found on the website kpi123.com.
This document provides an overview of topics in chapter 13 on security engineering. It discusses security and dependability, security dimensions of confidentiality, integrity and availability. It also outlines different security levels including infrastructure, application and operational security. Key aspects of security engineering are discussed such as secure system design, security testing and assurance. Security terminology and examples are provided. The relationship between security and dependability factors like reliability, availability, safety and resilience is examined. The document also covers security in organizations and the role of security policies.
This document contains information about performance evaluation methods for security officers, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and weighted checklist method. For each method, it gives an overview and discusses advantages and disadvantages. The document also includes sections with positive and negative examples of performance review phrases for various skills and attributes.
This document provides guidelines for effective performance evaluation techniques, including preparation, conducting meetings, and follow up. Key points include:
- Supervisors should prepare by thinking about the objectives of the discussion, having specific feedback ready, and considering the employee's personality.
- During meetings, supervisors should create a relaxed atmosphere, provide constructive feedback with examples, and have a two-way discussion where the employee can provide input.
- Follow up is important, such as setting goals for improvement, providing supervisor support, and scheduling a follow up meeting.
1. Formulate a testing plan with the client to identify systems to evaluate and the scope of testing allowed.
2. Remotely or locally access the target systems to find vulnerabilities by simulating common attacks.
3. Report any found vulnerabilities to the client along with recommendations on how to remedy security issues.
This document provides information and resources for evaluating the job performance of a network security administrator. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also gives examples of positive and negative phrases for evaluating different skills such as attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
This document provides a job performance evaluation form for a network security specialist. It includes:
- Sections for reviewing the employee's performance based on factors like administration, communication, decision making, and safety. Performance is rated on a scale from outstanding to unsatisfactory.
- Areas for commenting on the employee's strengths, areas for improvement, and developing a plan of action.
- A job description review to indicate if any changes need to be made.
- Sample phrases for evaluating the employee's attitude, creativity, decision making, and other factors in a performance review.
The form allows for a thorough annual review of the network security specialist's job performance based on their goals, key responsibilities, and overall
Network support engineer performance appraisaloliverwood31
This document contains information about performance evaluation forms and methods for a network support engineer. It includes a sample performance evaluation form with sections for performance planning and review, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various categories like attitude, problem solving, teamwork, and decision making. Finally, it outlines the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide network support engineers and their managers with resources and guidance for conducting meaningful performance evaluations.
Network systems engineer performance appraisalJaeWon012
This document provides information and resources for evaluating the job performance of a network systems engineer, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form spanning 8 pages with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Descriptions of the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Embedded systems engineer performance appraisalandreymiler8
Embedded systems engineer job description,Embedded systems engineer goals & objectives,Embedded systems engineer KPIs & KRAs,Embedded systems engineer self appraisal
It security engineer performance appraisalRichardMarx456
This document provides resources and templates for performing an annual performance evaluation for an IT security engineer. It includes a job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance improvement plan. The form also includes definitions for rating an employee's overall performance as outstanding, exceeding expectations, meeting expectations, below expectations, or unsatisfactory. Additional documents referenced include an IT security engineer job description, goals and objectives, key performance indicators, and a self-appraisal template.
This document provides information and resources for evaluating the job performance of a process safety engineer, including:
- Links to free ebooks and resources on performance appraisal phrases, forms, methods, and key performance indicators.
- A sample job performance evaluation form for a process safety engineer with sections to rate their performance on factors like administration, knowledge, communication, and safety. It provides definitions for performance ratings.
- Examples of performance review phrases that could be used to evaluate a process safety engineer's skills in areas such as attitude, creativity, decision-making, interpersonal skills, and problem solving.
- An overview of the top 12 methods that can be used for a process safety engineer's performance appraisal
This document contains a job performance evaluation form for a facility security officer. It includes sections for identifying employee information, rating performance factors, identifying strengths and areas for improvement, setting performance goals, and obtaining signatures to finalize the evaluation. It also provides examples of performance review phrases that could be used when evaluating different skills and behaviors for a facility security officer, such as attitude, decision-making, problem-solving, and teamwork. Finally, it lists the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback.
Senior systems engineer performance appraisaloliverwood31
Senior systems engineer job description,Senior systems engineer goals & objectives,Senior systems engineer KPIs & KRAs,Senior systems engineer self appraisal
This document provides materials for evaluating the job performance of a core network engineer, including:
- Links to free eBooks and resources on performance appraisal methods, phrases, forms, and key performance indicators (KPIs).
- Sections for a job performance evaluation form covering the core network engineer's performance review, factors like skills and collaboration, strengths and areas for improvement, and signatures.
- Examples of performance review phrases for a core network engineer's attitude, creativity, decision-making, and other skills.
This document contains information related to performing a job performance evaluation for a security operations manager, including:
1. Sample performance evaluation forms for a security operations manager with rating scales and categories like administration, knowledge, communication, and customer service.
2. Examples of positive and negative phrases that can be used in a performance review for areas like attitude, creativity, decision-making, and problem-solving.
3. An overview of the top 12 methods for performance evaluation, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
It systems engineer perfomance appraisal 2tonychoper2804
This document contains information related to performance evaluation of an IT systems engineer, including:
1. Sample performance evaluation forms spanning 4 pages with rating criteria for various job skills and behaviors.
2. A list of 6 performance appraisal methods that can be used for an IT systems engineer, such as management by objectives, critical incident method, and 360 degree feedback.
3. Examples of positive and negative performance review phrases for various skills like problem solving, teamwork, decision making, and creativity.
The document provides tools and guidance for conducting a thorough performance review of an IT systems engineer based on objective criteria and feedback from multiple sources.
Software test engineer performance appraisaloliverwood31
This document contains information related to performance evaluation forms and methods for software test engineers. It includes a sample job performance evaluation form with sections for performance planning and review, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various categories like attitude, creativity, decision making, and problem solving. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide useful resources for conducting comprehensive performance evaluations of software test engineers.
Similar to Network security engineer performance appraisal (20)
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
3. Job Performance Evaluation Form Page 3
I. Network security engineer 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).
Administration - Measures effectiveness in planning, Outstanding
Exceeds Expectations
4. Job Performance Evaluation Form Page 4
organizing and efficiently handling activities and eliminating
unnecessary activities
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
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 Outstanding
Exceeds Expectations
5. Job Performance Evaluation Form Page 5
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
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
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
6. Job Performance Evaluation Form Page 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:
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. Network security engineer performance phrases
1.Attitude Performance Review Examples – network security engineer
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 network security engineer
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 – network security engineer
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 – network security engineer
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 – network security engineer
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 – network security engineer
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 network security engineer 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
-----------------------------
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.
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…