This document contains materials for evaluating the job performance of a network system administrator, including:
1) A multi-page performance evaluation form with sections to assess an administrator's performance in areas like technical skills, communication, decision-making, and more. Ratings include outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory.
2) Links to online resources for performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
3) Sections within the evaluation form for reviewing job descriptions, noting an administrator's strengths and areas for improvement, and obtaining signatures to finalize the review.
Linux system administrator perfomance appraisal 2tonychoper4004
This document provides information and resources for evaluating the performance of a Linux system administrator. It includes sample evaluation forms, performance review phrases, and descriptions of common performance appraisal methods. Specifically, 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 methods. The forms and phrases can be used to structure performance evaluations and provide constructive feedback. The discussion of appraisal methods provides guidance on different approaches to assessing an employee's work.
The document provides information on performance evaluation methods for a system manager. It discusses 12 methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The document serves as a reference for selecting and understanding different approaches to evaluating a system manager's job performance.
This document provides information and resources for evaluating the job performance of a computer assistant. It includes a 4-page sample job performance evaluation form with ratings for various performance factors like administration, communication, teamwork, and customer service. It also gives examples of positive and negative phrases that can be used in a performance review for areas such as attitude, creativity, decision-making, and problem-solving skills. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess a computer assistant's work quality and provide constructive performance feedback.
This document provides information and resources for evaluating the performance of a data coordinator. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists phrases that can be used in a performance review for areas like 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. The goal is to help managers formally assess a data coordinator's work quality and provide constructive feedback for improvement.
This document contains information about performance evaluation methods and forms for evaluating a compliance administrator. It includes sample performance review phrases, a job performance evaluation form template spanning 8 pages with rating criteria and space for comments, and descriptions of the top 12 methods for conducting a performance appraisal. Some of the methods described are management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. The document provides guidance and templates for formally evaluating a compliance administrator's job performance.
Chief information officer performance appraisalcookcaitlin92
Chief information officer job description,Chief information officer goals & objectives,Chief information officer KPIs & KRAs,Chief information officer self appraisal
Linux system administrator perfomance appraisal 2tonychoper4004
This document provides information and resources for evaluating the performance of a Linux system administrator. It includes sample evaluation forms, performance review phrases, and descriptions of common performance appraisal methods. Specifically, 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 methods. The forms and phrases can be used to structure performance evaluations and provide constructive feedback. The discussion of appraisal methods provides guidance on different approaches to assessing an employee's work.
The document provides information on performance evaluation methods for a system manager. It discusses 12 methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The document serves as a reference for selecting and understanding different approaches to evaluating a system manager's job performance.
This document provides information and resources for evaluating the job performance of a computer assistant. It includes a 4-page sample job performance evaluation form with ratings for various performance factors like administration, communication, teamwork, and customer service. It also gives examples of positive and negative phrases that can be used in a performance review for areas such as attitude, creativity, decision-making, and problem-solving skills. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess a computer assistant's work quality and provide constructive performance feedback.
This document provides information and resources for evaluating the performance of a data coordinator. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists phrases that can be used in a performance review for areas like 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. The goal is to help managers formally assess a data coordinator's work quality and provide constructive feedback for improvement.
This document contains information about performance evaluation methods and forms for evaluating a compliance administrator. It includes sample performance review phrases, a job performance evaluation form template spanning 8 pages with rating criteria and space for comments, and descriptions of the top 12 methods for conducting a performance appraisal. Some of the methods described are management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. The document provides guidance and templates for formally evaluating a compliance administrator's job performance.
Chief information officer performance appraisalcookcaitlin92
Chief information officer job description,Chief information officer goals & objectives,Chief information officer KPIs & KRAs,Chief information officer self appraisal
The document provides materials for evaluating the job performance of a database engineer, including:
1) A 4-page performance evaluation form with rating scales to assess an engineer's performance, strengths, areas for improvement, and signatures.
2) Links to additional online resources for performance appraisals, including sample phrases, forms, and guides.
3) 12 categories of performance factors to evaluate, such as administration, communication, decision-making, and safety.
The form and resources allow a manager to conduct a thorough review of a database engineer's work.
This document provides information and resources for conducting a performance evaluation for a networking engineer. It includes a sample evaluation form with sections for performance planning and review, rating an employee's performance on key factors, identifying strengths and areas for improvement, developing a plan of action, and obtaining signatures. It also lists common performance phrases for evaluating different skills and provides an overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. The goal is to help managers objectively evaluate and provide feedback to networking engineers to recognize achievements and facilitate professional development.
Digital media specialist perfomance appraisal 2tonychoper1804
This document contains information about performance evaluation forms and methods for evaluating a digital media specialist. It includes a 4-page sample performance evaluation form with sections for reviewing job 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 problem-solving. 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 a well-rounded performance review of a digital media specialist.
Assisted living administrator performance appraisalemilymichelle224
Assisted living administrator job description,Assisted living administrator goals & objectives,Assisted living administrator KPIs & KRAs,Assisted living administrator self appraisal
This document contains a job performance evaluation form for a corporate 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. There are also examples of performance review phrases for various skills and behaviors. Finally, it lists 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. The overall document provides a comprehensive template and guidance for evaluating the job performance of a corporate security officer.
This document contains materials for conducting a job performance evaluation of an enforcement officer, including:
1) A 4-page evaluation form assessing an enforcement officer's performance based on factors like administration, communication, teamwork, decision-making, and including spaces for strengths, areas for improvement, and signatures.
2) A list of 6 online resources for additional performance appraisal materials like phrases, forms, ebooks, and samples.
3) 8 pages of example phrases for assessing different aspects of job performance in a enforcement officer evaluation, such as attitude, creativity, decision-making, and other skills.
This document provides information and resources for conducting a performance evaluation of an engineering coordinator. It includes sample evaluation forms, performance rating definitions, and phrases to describe employee strengths, areas for improvement, and overall performance in various key areas. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The resources are intended to help managers formally evaluate an engineering coordinator's work performance and set goals for development.
This document contains materials for evaluating the performance of a quality assurance supervisor, including:
1) A multi-page performance evaluation form rating areas like administration, communication, decision-making, safety, and including spaces for comments on strengths, areas for improvement, and signatures.
2) A list of online resources for performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
3) Sample performance review phrases focusing on areas like attitude, creativity, decision-making, both positive and needing improvement. The document provides tools and guidance for formally assessing a quality assurance supervisor's job performance.
This document contains materials for evaluating the job performance of a functional consultant, including:
1) A 4-page performance evaluation form with ratings for various performance factors and sections for comments.
2) A list of additional online resources for performance appraisals, including sample phrases, forms, and guides.
3) An 8-page section with example performance review phrases for evaluating a functional consultant's attitude, creativity, decision-making, and other skills.
The document provides a comprehensive template and resources for conducting a full performance review of a functional consultant's work.
This document contains information about performance evaluation forms and methods for evaluating a dispatch coordinator's job performance. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases for performance reviews on topics like attitude, decision-making, problem-solving, and teamwork are also provided.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. It also outlines steps for creating KPIs, such as defining objectives, identifying key result areas and tasks, and determining methods to measure results. Additionally, it discusses mistakes to avoid, such as creating too many KPIs or not linking them to strategy. The document is a reference for materials on developing HR KPI templates.
This document discusses key performance indicators (KPIs) for help desks. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document discusses common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas. It also describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. The document recommends that KPIs should be clearly linked to strategy and answer important questions to empower employees.
The document provides materials for evaluating the job performance of a database engineer, including:
1) A 4-page performance evaluation form with rating scales to assess an engineer's performance, strengths, areas for improvement, and signatures.
2) Links to additional online resources for performance appraisals, including sample phrases, forms, and guides.
3) 12 categories of performance factors to evaluate, such as administration, communication, decision-making, and safety.
The form and resources allow a manager to conduct a thorough review of a database engineer's work.
This document provides information and resources for conducting a performance evaluation for a networking engineer. It includes a sample evaluation form with sections for performance planning and review, rating an employee's performance on key factors, identifying strengths and areas for improvement, developing a plan of action, and obtaining signatures. It also lists common performance phrases for evaluating different skills and provides an overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. The goal is to help managers objectively evaluate and provide feedback to networking engineers to recognize achievements and facilitate professional development.
Digital media specialist perfomance appraisal 2tonychoper1804
This document contains information about performance evaluation forms and methods for evaluating a digital media specialist. It includes a 4-page sample performance evaluation form with sections for reviewing job 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 problem-solving. 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 a well-rounded performance review of a digital media specialist.
Assisted living administrator performance appraisalemilymichelle224
Assisted living administrator job description,Assisted living administrator goals & objectives,Assisted living administrator KPIs & KRAs,Assisted living administrator self appraisal
This document contains a job performance evaluation form for a corporate 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. There are also examples of performance review phrases for various skills and behaviors. Finally, it lists 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. The overall document provides a comprehensive template and guidance for evaluating the job performance of a corporate security officer.
This document contains materials for conducting a job performance evaluation of an enforcement officer, including:
1) A 4-page evaluation form assessing an enforcement officer's performance based on factors like administration, communication, teamwork, decision-making, and including spaces for strengths, areas for improvement, and signatures.
2) A list of 6 online resources for additional performance appraisal materials like phrases, forms, ebooks, and samples.
3) 8 pages of example phrases for assessing different aspects of job performance in a enforcement officer evaluation, such as attitude, creativity, decision-making, and other skills.
This document provides information and resources for conducting a performance evaluation of an engineering coordinator. It includes sample evaluation forms, performance rating definitions, and phrases to describe employee strengths, areas for improvement, and overall performance in various key areas. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The resources are intended to help managers formally evaluate an engineering coordinator's work performance and set goals for development.
This document contains materials for evaluating the performance of a quality assurance supervisor, including:
1) A multi-page performance evaluation form rating areas like administration, communication, decision-making, safety, and including spaces for comments on strengths, areas for improvement, and signatures.
2) A list of online resources for performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
3) Sample performance review phrases focusing on areas like attitude, creativity, decision-making, both positive and needing improvement. The document provides tools and guidance for formally assessing a quality assurance supervisor's job performance.
This document contains materials for evaluating the job performance of a functional consultant, including:
1) A 4-page performance evaluation form with ratings for various performance factors and sections for comments.
2) A list of additional online resources for performance appraisals, including sample phrases, forms, and guides.
3) An 8-page section with example performance review phrases for evaluating a functional consultant's attitude, creativity, decision-making, and other skills.
The document provides a comprehensive template and resources for conducting a full performance review of a functional consultant's work.
This document contains information about performance evaluation forms and methods for evaluating a dispatch coordinator's job performance. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. Sample phrases for performance reviews on topics like attitude, decision-making, problem-solving, and teamwork are also provided.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. It also outlines steps for creating KPIs, such as defining objectives, identifying key result areas and tasks, and determining methods to measure results. Additionally, it discusses mistakes to avoid, such as creating too many KPIs or not linking them to strategy. The document is a reference for materials on developing HR KPI templates.
This document discusses key performance indicators (KPIs) for help desks. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document discusses common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas. It also describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. The document recommends that KPIs should be clearly linked to strategy and answer important questions to empower employees.
Customer Contact Market Report
HIGHLIGHTS
Outsourcing still provides meaningful cost savings, representing roughly 20% of the total market with approximately 2.0 million outsourced agents located primarily in India and the Philippines.
Technology developments, vendor pruning, and consumer demand push providers to expand their product, service, and channel offerings.20
M&A activity expected to increase steadily in 2017 as corporate profits and consumer spending increases.
FCC onshoring initiatives continue to create jobs within big industry players via organic growth and acquisitions.19
Steady growth opportunities on a go-forward basis as the global customer contact management market is expected to grow to $81 billion by 2018 representing a CAGR of 6.1%.
U.S. based healthcare legislative changes and requirements will increase costs and complexity of compliance.
2015 YEAR IN REVIEW
Advancing technology and differentiation boost growth rates
2015 was an exciting year for the Customer Contact Management (CCM) industry, with huge strides in technology, automation, differentiation, and omni-channel diversification. Customers want to use the channel that most quickly solves their problems, including voice, chat, text, and social media. Corporate services expanded their technology offerings making large technological advances, as witnessed with Amazon's new Alexa -- a virtual assistant that can answer a wide variety of questions from weather to traffic. These technological advances around automation create a surge of efficiency and growth opportunities for CCM businesses. According to International Customer Management Institute (ICMI), nearly 55% of customers want an automated self-service experience, increasing efficiency and decreasing costs for businesses. In addition, 80% of companies plan to use customer service as a way to differentiate themselves from their competition.4
Key Performance Indicators (KPIs) are a powerful tool that MNOs use to foster sustainable commercial growth. This presentation aims to address this question through defining a KPI, identifying pitfalls in creating KPIs and illustrating some examples of effective KPIs for mobile
money teams.
This document outlines best practices for performance measurement in call centers to maximize efficiency and quality. It discusses 15 key metrics for call centers, including service level, agent schedule adherence, active and waiting calls, first call resolution, call abandonment, average handling time, customer satisfaction, contact quality, forecast accuracy, net promoter score, staff turnover/retention, blockage, staff shrinkage, up-sell/cross-sell rate, and cost per call. For each metric, the document defines the metric and provides tips to effectively measure and manage performance. The overall aim of the document is to help call centers understand the important metrics to track to improve their operations.
This document summarizes a workshop on call center management and reporting. It discusses the key functions of a contact center including workforce management, quality management, technology management, reporting, and financial management. It also outlines the contact center process flow from workforce planning to operations to monitoring and analysis. Finally, it discusses important key performance indicators that contact centers use to measure performance, such as service level, average speed of answer, abandon rate, and adherence.
The document discusses developing an HR dashboard to measure HR effectiveness. It outlines prerequisites for an HR dashboard, including identifying purpose, discussing lagging and leading measures, and describing methods for developing the dashboard. The dashboard would be used to influence HR, HRD, and OD policies and practices by providing measures of employee performance, organizational performance, and other metrics.
Talkdesk Call Center KPI & Benchmarking ReportTalkdeskInc
https://www.talkdesk.com/resources/webinars/
Is your call center up to snuff? View this slideshow to find out:
- How to measure and track critical call center KPIs.
- How your call center stacks up against KPI benchmarks.
- Tips on how to improve your call center KPIs.
This document provides an overview of call center process management. It discusses managing business processes and activities to common goals like reducing costs and improving customer satisfaction. The presentation covers objectives like improving performance, productivity and revenue. It identifies challenges like integrating processes, products, channels and technology. It presents a customer interaction framework and discusses metrics like interaction performance. The overall aim is understanding customer needs and optimizing processes to enhance the customer experience.
This document discusses the importance of measuring key performance indicators (KPIs) in call centers. It outlines the top six KPIs that call centers should track in 2016, which are: average speed to answer, average abandonment rate, average time in queue, average handle time, first call resolution, and service level. For each KPI, the document explains what is being measured and provides tips on how to optimize performance.
The document describes the hierarchy and roles within the sales and customer service departments of a call center. It includes job descriptions for various roles such as director, team leads, floor managers, and specialists. The sales department has three team leads who manage agents in different shifts. The customer service department has a director, manager, supervisor, and specialists. Job responsibilities for the roles include ensuring performance metrics, handling call volume, communication, and training/managing agents.
The document summarizes key metrics for evaluating call center performance. It discusses internal metrics like adherence, average handle time, abandon rate, and service level which measure agent and system performance. It also discusses external metrics like moment of truth, caller satisfaction, and surveys which measure the customer experience. A daily training schedule and objectives are also outlined which aim to familiarize participants with best practices for measuring and improving both internal and external metrics.
A call center is a central place where customer and other telephone calls are handled by an organization. It handles inbound calls from customers seeking customer support, help desk assistance, or other services, as well as making outbound calls for telemarketing, sales, or other purposes. Effective call center agents require skills in communication, customer service, listening, questioning, and using telephone etiquette to professionally handle high volumes of calls. Proper call flow management and customer service techniques are also important to provide a positive customer experience and meet business goals.
The document discusses complaint handling and provides guidance on effectively resolving customer complaints. It begins by defining complaints and explaining why they are important to address. It then describes different types of complainers and recommends communicating with them in a calm, rational manner. The document outlines the LAST approach to handling complaints, which involves listening attentively, apologizing and empathizing, solving the issue, and thanking the customer. It emphasizes taking ownership of complaints without blaming others, and provides tips for effective communication and behaviors to avoid. The document also discusses solving specific types of complaints, maintaining efficient work practices, and the importance of following up to ensure customer loyalty.
Call Center
AUTOMATIC CALL DISTRIBUTOR
INTERACTIVE VOICE RESPONSE
COMPUTER TELEPHONY INTEGRATION (CTI)
AUTOMATED INTELLIGENT CALL ROUTING
Web Enablement of Call Center
Types Of Call Center
LOGGING AND MONITORING
This presentation gives a very high-level explanation of what a dashboard should be used for, what type of content it should consider and how it should look to be most effective.
This document provides an overview of training programs offered by Kaflat, including foreign language training, IT training, HR training, business communication skills training, and call center training. Call center training includes introductions to call centers and careers in call centers, as well as modules on management, quality assurance, training contents, and free training tools. Training is offered through classroom, online, and on-site personalized formats.
Example Call Center Work/Information Flow DiagramEquilibria, Inc.
There are bound to be times when your customer support team encounters a problem dealing with customers. You have no control over what customers say or do, but you do have control over how team members respond to questions or complaints in an efficient and productive way. With a combination of competent team members, well-written scripts and the right technology, your business can attract and retain happy and loyal customers.
Process maps (flowcharts) are one tool companies use to ensure team members know how to address customer support questions, escalate issues, and route calls. In this presentation, we begin with a process map given to employees working in a call center to screen job candidates. If you enjoy working with flowcharts, you’ll love this method to investigate your own customer service model. More process map templates are available for download at www.eqbsystems.com/shop. Thanks for watching!
This document provides guidance on handling customer complaints. It discusses identifying complaints as gifts that provide opportunities to improve service and retain customers. Key steps for handling complaints include listening actively, apologizing, acknowledging the problem, explaining actions, and following up. Complaints should be addressed promptly, respectfully, and with the goal of resolving the customer's underlying needs and concerns. Service recovery aims to turn unhappy customers into advocates by remedying failures efficiently and compensating customers.
This document contains materials for evaluating the performance of a senior network administrator, including:
1) A multi-page performance evaluation form with sections to assess job performance factors, strengths, areas for improvement, and signatures. Performance is rated on a scale from "Outstanding" to "Unsatisfactory".
2) A list of online resources for performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
3) Sample performance review phrases for assessing a senior network administrator's attitude, creativity/innovation, and decision-making skills.
Senior system administrator perfomance appraisal 2tonychoper4004
This document contains information related to performance evaluation forms and methods for senior system administrators. It includes sample evaluation forms with rating criteria and categories like administration, knowledge, communication, and customer service. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Checklist and weighted checklist methods are also described. The forms and methodology provide guidance for conducting comprehensive performance reviews for senior system administrators.
Senior systems administrator perfomance appraisal 2tonychoper4004
This document contains information related to performance evaluations for a senior systems administrator, including:
1. Sample performance evaluation forms spanning multiple pages with rating criteria for evaluating an administrator's performance, strengths, areas for improvement, and signatures.
2. Links and suggestions for free resources on performance appraisal methods, phrases, and key performance indicators that can be used for a systems administrator evaluation.
3. Descriptions of common performance appraisal methods like management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback that could be applied to evaluate a senior systems administrator.
Junior system administrator perfomance appraisal 2tonychoper1904
This document contains information related to performance evaluation of a junior system administrator, including:
1. Sample performance evaluation forms for a junior system administrator with rating scales and categories like skills, teamwork, decision making, etc.
2. Examples of positive and negative phrases that can be used in a performance review for areas like attitude, problem solving, communication, and others.
3. An overview of different methods that can be used for performance appraisal of a junior system administrator, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains information about performance evaluation methods for a junior network administrator, including example phrases and a sample evaluation form.
The first section provides links to free resources on performance appraisal, including sample forms, phrases, and tips. The second section gives examples of positive and negative phrases for evaluating attributes like attitude, creativity, decision-making, and problem-solving skills.
The third section describes the top 12 performance appraisal methods for a junior network administrator, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree feedback. It provides details on how each method works and its advantages.
The last part is a sample 8-page job performance evaluation form for a junior
Information systems manager perfomance appraisal 2tonychoper1304
This document contains information related to performance evaluations for an information systems manager, including:
1. Sample performance evaluation forms spanning 4 pages with rating criteria and sections to evaluate performance factors, employee strengths, areas for improvement, and signatures.
2. A list of 6 performance appraisal methods: management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, 360 degree, and checklist/weighted checklist.
3. Examples of performance review phrases for various skills and traits like attitude, creativity, decision-making, interpersonal skills, and teamwork.
The document provides materials and guidance for conducting a thorough performance evaluation of an information systems manager based on objective criteria and input from various sources.
It system administrator perfomance appraisal 2tonychoper0404
This document contains information related to performance evaluation forms and methods for an IT system administrator. It includes a 4-page sample performance evaluation form with rating scales and categories like administration, knowledge, communication, and customer service. It also lists the top 12 performance appraisal methods for an IT system administrator such as management by objectives, critical incident method, and 360-degree feedback. Key details are provided for each method.
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.
Senior system engineer perfomance appraisal 2tonychoper5304
This document contains information about performance evaluation forms and methods for evaluating senior system engineers. 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, problem-solving, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident method, and 360-degree feedback. The document aims to provide useful resources for conducting thorough performance evaluations of senior system engineers.
Computer system administrator performance appraisalEdwinVan432
This document provides a job performance evaluation form for evaluating the performance of a computer system administrator. It includes:
1. Sections for identifying the employee and evaluation period, reviewing performance factors and ratings, identifying employee strengths and areas for improvement, and developing a plan for improved performance.
2. Definitions of performance ratings ranging from "Outstanding" to "Unsatisfactory".
3. A list of common performance factors to evaluate for a computer system administrator including administration, knowledge, communication, teamwork, decision-making, and customer service.
4. Sample phrases for evaluating attitudes, creativity/innovation, and decision-making skills both positively and negatively.
Computer system engineer perfomance appraisal 2tonychoper5304
This document provides information about performance evaluation methods for computer system engineers. It discusses 12 different methods:
1. Management by Objectives (MBO) Method which evaluates employees based on accomplishing predefined goals.
2. Critical Incident Method where managers document positive and negative employee behaviors throughout the review period.
3. Behaviorally Anchored Rating Scales (BARS) which describes ratings based on behavioral indicators of effective and ineffective performance.
4. Behavioral Observation Scales (BOS) which rates employee performance based on critical incidents over a period of time.
5. 360 Degree Performance Appraisal Method where employees receive anonymous feedback from managers, peers and subordinates.
6. Check
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
This document provides materials for evaluating the job performance of a network operations manager, including:
- Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators.
- Sections for reviewing the manager's job description and goals, rating their performance on factors like leadership and decision-making, identifying strengths and areas for improvement, and developing a plan of action.
- Sample positive and negative phrases for evaluating a manager's attitude, creativity, and decision-making skills.
Similar to Network system administrator perfomance appraisal 2 (20)
This document contains materials for evaluating the performance of a Unix administrator, including:
1) A 4-page performance evaluation form with ratings for various job skills and factors.
2) Links to additional online resources for performance appraisals, including sample phrases, forms, and guides.
3) An 8-page section with example positive and negative performance review phrases for evaluating a Unix administrator's attitude, creativity, decision-making, and other skills.
Transport administrator perfomance appraisal 2tonychoper6604
This document provides information and resources for evaluating the job performance of a transport administrator. It includes a sample performance evaluation form with rating scales for evaluating an administrator on various performance factors like administration, communication, decision-making, customer service, and more. It also gives examples of positive and negative phrases for evaluating different skills areas. 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. The resources aim to help managers formally assess a transport administrator's work performance.
The document contains a job performance evaluation form for a team administrator. It includes sections to rate the employee's performance on various factors like administration, communication, teamwork, and decision making. It provides definitions to rate performance as outstanding, exceeds expectations, meets expectations, below expectations, or unsatisfactory. The form also includes sections for employee strengths, areas for improvement, and a plan of action. Additional pages provide useful materials and phrases for performance appraisals of team administrators.
This document contains materials for evaluating the job performance of a software administrator, including:
- A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
- A list of 6 online resources for useful performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
- Examples of positive and negative performance review phrases for a software administrator's attitude, creativity/innovation, and decision-making.
The evaluation form and supplemental materials provide a comprehensive guide for assessing a software administrator's work performance and developing their skills.
Medical office administrator perfomance appraisal 2tonychoper6604
This document provides information and resources for evaluating the performance of a medical office administrator, including:
1. Sample performance evaluation forms for a medical office administrator with rating scales and categories like administration, communication, decision-making, etc.
2. Examples of positive and negative phrases to use in a performance review for areas like attitude, creativity, problem-solving, interpersonal skills, and teamwork.
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.
This document contains information about performance evaluation methods for an insurance administrator. It discusses 12 different methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides details on how the method works and potential advantages or disadvantages. The document also includes examples of positive and negative phrases that could be used in a performance review for an insurance administrator.
Help desk administrator perfomance appraisal 2tonychoper6604
This document contains information related to evaluating the performance of a help desk administrator, including:
1. Sample performance evaluation forms for a help desk administrator with ratings in various performance areas like skills, communication, decision making, and a section for comments.
2. Examples of positive and negative phrases that can be used in a performance review for a help desk administrator in areas such as attitude, creativity, decision making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods that can be used to evaluate the performance of a help desk administrator, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the performance of an exchange administrator, including:
1) A 4-page performance evaluation form with rating scales for various job duties and an overall rating.
2) Examples of positive and negative phrases for evaluating various job skills and attributes.
3) An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the job performance of an education administrator. It includes a sample performance evaluation form with rating scales for evaluating an administrator on various performance factors like administration, communication, decision-making, and customer service. It also gives examples of positive and negative phrases for evaluating skills such as attitude, creativity, problem-solving, and teamwork. Finally, it outlines several methods that can be used in performance appraisals, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers properly evaluate and provide feedback to education administrators.
This document contains materials for evaluating the job performance of a desktop administrator, including:
- Four pages of a job performance evaluation form covering factors like administration, communication, decision-making, and areas for improvement. Performance is rated on a scale from outstanding to unsatisfactory.
- A list of six online resources for useful performance appraisal materials like phrases, forms, and tips for writing self-appraisals.
- Two additional pages providing examples of performance review phrases for evaluating a desktop administrator's attitude, creativity, decision-making, and other skills.
This document contains materials for evaluating the job performance of a credit administrator, including:
- A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
- Links to additional online resources for performance appraisals, including sample forms, phrases for evaluations, and tips for self-appraisals and setting goals.
- A list of standard performance rating definitions to ensure consistent evaluations.
The materials provide a comprehensive template and guidelines for evaluating a credit administrator's work performance and developing their skills.
This document contains a job performance evaluation form for a cashier supervisor. It includes sections to rate the employee's performance on factors like administration, knowledge, communication, and more. Performance is rated on a scale from outstanding to unsatisfactory. The form also includes sections for employee strengths, areas for improvement, and signatures. Additional pages provide example phrases for performance reviews and describe common performance appraisal methods like management by objectives, critical incident, and 360-degree feedback.
This document provides information and resources for evaluating the performance of a billing supervisor. It includes a 4-page sample performance evaluation form with rating scales for evaluating supervisors on various performance factors. It also lists additional performance appraisal methods and phrases that can be used in evaluating a billing supervisor, such as behavioral observation scales, 360-degree feedback, and management by objectives. The resources aim to help managers formally assess billing supervisors and provide constructive feedback to improve their performance.
2. Job Performance Evaluation Form Page 2
Useful performance appraisal materials for network system
administrator:
performanceappraisal360.com/free-ebook-2456-phrases-for-performance-
appraisals
performanceappraisal360.com/free-65-performance-appraisal-forms
performanceappraisal360.com/free-ebook-top-12-methods-for-performance-
appraisal
performanceappraisal360.com/free-ebook-top-15-secrets-to-set-up-
performance-management-system
performanceappraisal360.com/free-ebook-2436-KPI-samples/
performanceappraisal360.com/free-ebook-top -9-tips-to-writing-a-winning-
self-appraisal
Network system administrator job description
Network system administrator goals & objectives
Network system administrator KPIs & KRAs
Network system administrator self appraisal
3. Job Performance Evaluation Form Page 3
I. Network system administrator 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
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
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 system administrator performance phrases
1.Attitude Performance Review Examples – network systemadministrator
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 system
administrator
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 systemadministrator
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 systemadministrator
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
10. Job Performance Evaluation Form Page 10
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – network systemadministrator
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 systemadministrator
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 system administrator 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”.
13. Job Performance Evaluation Form Page 13
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
14. Job Performance Evaluation Form Page 14
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
15. Job Performance Evaluation Form Page 15
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
16. Job Performance Evaluation Form Page 16
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
17. Job Performance Evaluation Form Page 17
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
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…