Ob gyn medical assistant job description,Ob gyn medical assistant goals & objectives,Ob gyn medical assistant KPIs & KRAs,Ob gyn medical assistant self appraisal
Discuss the principles of management of acute abdomen.pptxOkpako Isaac
This document discusses the principles of managing acute abdomen. It begins with defining acute abdomen and providing epidemiological data on common causes from previous studies. It emphasizes the importance of the surgeon establishing a diagnosis to provide urgent surgical intervention if needed. The outline then covers possible etiologies and the key principles of management, which include establishing a diagnosis through focused history, physical exam, and relevant investigations; preparing the patient for treatment; counseling and obtaining consent; providing treatment through resuscitation and definitive care; evaluating the treatment; rehabilitation; and follow-up. The principles of each step are described in detail with examples. The document concludes by stressing the importance of the surgeon not diagnosing acute abdomen without sorting for a more definitive diagnosis and potential
This document contains information about performance evaluation methods for medical officers, including examples of performance review phrases and key performance indicators. It discusses 12 common methods for evaluating job performance, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Specific evaluation criteria are provided for areas like attitude, decision-making, problem-solving, and teamwork. Sample performance reviews and ratings are given to illustrate how each method can be applied in a medical officer evaluation.
Lead medical assistant performance appraisaldiagonancyl
This document provides information and resources for evaluating the performance of a lead medical assistant, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths and areas for improvement, a performance review, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors 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 method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information on operative vaginal delivery and Caesarean section. It discusses the indications, techniques, risks and complications of forceps delivery, vacuum extraction and Caesarean section. Forceps delivery risks maternal and fetal trauma while vacuum extraction carries lower risks of trauma but higher risks of failure. Caesarean section has a higher mortality rate than vaginal delivery but may be necessary when risks to the mother and baby outweigh vaginal delivery risks.
The document provides guidelines for the management of severe preeclampsia and eclampsia. It defines preeclampsia and eclampsia and describes criteria for severe disease. It recommends close maternal monitoring of blood pressure, labs, urine output and fetal wellbeing. It provides guidance on controlling blood pressure with antihypertensive drugs like labetalol, nifedipine and hydralazine. The goal is to prolong the pregnancy and deliver at the optimal time while preventing maternal and fetal complications.
This document discusses key performance indicators (KPIs) for a quality control (QC) manager position. It provides examples of KPIs, steps for creating a KPI system, common mistakes to avoid, and how to design effective KPIs. The document recommends visiting an external website for additional KPI samples and materials related to performance appraisal forms, methods, and review phrases.
This document provides information and resources for evaluating the job performance of an assistant nurse manager, including:
- Links to free eBooks and forms for performance appraisals on a website.
- A sample job performance evaluation form with sections to rate an assistant nurse manager's performance on factors like administration, communication, decision-making, and safety. It provides space for comments on strengths, areas for improvement, and signatures.
- Examples of phrases to use in a performance review for an assistant nurse manager, whether positive like "Holly has one of those attitudes that is always positive" or negative like "Bill has a dreadful outlook at times."
- An overview of the top 12 methods for an assistant nurse
This document discusses hypertensive disorders of pregnancy, which are a leading cause of maternal mortality worldwide. It defines the different types of hypertensive disorders like gestational hypertension, preeclampsia, and chronic hypertension. Preeclampsia is characterized by new onset hypertension and proteinuria after 20 weeks of gestation. The document outlines risk factors, pathogenesis, clinical manifestations, investigations, management including delivery timing, and complications like eclampsia and HELLP syndrome for different hypertensive disorders of pregnancy. Magnesium sulfate is the primary treatment for seizures of eclampsia. Delivery is usually required to resolve preeclampsia symptoms.
Discuss the principles of management of acute abdomen.pptxOkpako Isaac
This document discusses the principles of managing acute abdomen. It begins with defining acute abdomen and providing epidemiological data on common causes from previous studies. It emphasizes the importance of the surgeon establishing a diagnosis to provide urgent surgical intervention if needed. The outline then covers possible etiologies and the key principles of management, which include establishing a diagnosis through focused history, physical exam, and relevant investigations; preparing the patient for treatment; counseling and obtaining consent; providing treatment through resuscitation and definitive care; evaluating the treatment; rehabilitation; and follow-up. The principles of each step are described in detail with examples. The document concludes by stressing the importance of the surgeon not diagnosing acute abdomen without sorting for a more definitive diagnosis and potential
This document contains information about performance evaluation methods for medical officers, including examples of performance review phrases and key performance indicators. It discusses 12 common methods for evaluating job performance, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Specific evaluation criteria are provided for areas like attitude, decision-making, problem-solving, and teamwork. Sample performance reviews and ratings are given to illustrate how each method can be applied in a medical officer evaluation.
Lead medical assistant performance appraisaldiagonancyl
This document provides information and resources for evaluating the performance of a lead medical assistant, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths and areas for improvement, a performance review, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors 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 method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information on operative vaginal delivery and Caesarean section. It discusses the indications, techniques, risks and complications of forceps delivery, vacuum extraction and Caesarean section. Forceps delivery risks maternal and fetal trauma while vacuum extraction carries lower risks of trauma but higher risks of failure. Caesarean section has a higher mortality rate than vaginal delivery but may be necessary when risks to the mother and baby outweigh vaginal delivery risks.
The document provides guidelines for the management of severe preeclampsia and eclampsia. It defines preeclampsia and eclampsia and describes criteria for severe disease. It recommends close maternal monitoring of blood pressure, labs, urine output and fetal wellbeing. It provides guidance on controlling blood pressure with antihypertensive drugs like labetalol, nifedipine and hydralazine. The goal is to prolong the pregnancy and deliver at the optimal time while preventing maternal and fetal complications.
This document discusses key performance indicators (KPIs) for a quality control (QC) manager position. It provides examples of KPIs, steps for creating a KPI system, common mistakes to avoid, and how to design effective KPIs. The document recommends visiting an external website for additional KPI samples and materials related to performance appraisal forms, methods, and review phrases.
This document provides information and resources for evaluating the job performance of an assistant nurse manager, including:
- Links to free eBooks and forms for performance appraisals on a website.
- A sample job performance evaluation form with sections to rate an assistant nurse manager's performance on factors like administration, communication, decision-making, and safety. It provides space for comments on strengths, areas for improvement, and signatures.
- Examples of phrases to use in a performance review for an assistant nurse manager, whether positive like "Holly has one of those attitudes that is always positive" or negative like "Bill has a dreadful outlook at times."
- An overview of the top 12 methods for an assistant nurse
This document discusses hypertensive disorders of pregnancy, which are a leading cause of maternal mortality worldwide. It defines the different types of hypertensive disorders like gestational hypertension, preeclampsia, and chronic hypertension. Preeclampsia is characterized by new onset hypertension and proteinuria after 20 weeks of gestation. The document outlines risk factors, pathogenesis, clinical manifestations, investigations, management including delivery timing, and complications like eclampsia and HELLP syndrome for different hypertensive disorders of pregnancy. Magnesium sulfate is the primary treatment for seizures of eclampsia. Delivery is usually required to resolve preeclampsia symptoms.
- Supports the perineum and prevents its
distension.
- Applies gentle traction on the fetal trunk to aid
delivery.
- Applies counter pressure on the fetal head to
prevent its premature delivery.
Obstetrician:
- Delivers the fetus part by part.
- Applies fundal pressure when required.
- Performs episiotomy if required.
- Delivers the after coming head.
48
Steps in Assisted Vaginal Breech Delivery
1. Delivery of buttocks and legs:
- Allow spontaneous delivery of buttocks and legs.
- Apply gentle traction on the fetal trunk.
2. Delivery of trunk:
This document contains information about performance evaluation methods for manufacturing engineers, including example phrases and templates.
It begins by outlining several popular performance appraisal methods like management by objectives, critical incident method, and behaviorally anchored rating scales. It then provides examples of positive and negative phrases for evaluating different skills like attitude, creativity, decision-making, and problem-solving.
The document concludes by describing additional methods like 360-degree feedback, checklist approaches, and discusses features of management by objectives in more detail. An evaluation form template is also included with rating scales and sections for commenting on strengths, areas for improvement, and developing action plans.
Dr. Vandana Bansal is a senior gynecologist and obstetrician in Allahabad, India specializing in infertility and IVF. She has over 25 years of experience as a leading laparoscopic and hysteroscopic surgeon in Uttar Pradesh. She established the first test tube baby center in Allahabad 19 years ago and is a pioneer in infertility and IVF in the region. She has received numerous national and international awards for her work, and has authored publications included in distinguished biographical references.
This document summarizes information about preeclampsia. It discusses that preeclampsia is a serious complication of pregnancy characterized by hypertension, proteinuria, and edema. The cause is unknown but theories include immunological, genetic, and hormonal factors. Symptoms usually present after 20 weeks of gestation. Management involves monitoring for severity and delivering the baby if conditions worsen or reach term. Outcomes can be improved with early detection and treatment but preeclampsia remains a major cause of maternal and fetal complications.
For difficult vaginal delivery,forceps delivery,vacuum application are done to assist the vaginal delivery.Many types of forceps are there divided in 3 categories.
This document summarizes several obstetric emergencies including postpartum hemorrhage, antepartum hemorrhage, preeclampsia, uterine inversion, uterine rupture, and cord prolapse. It describes the causes, signs, symptoms, diagnosis, and management of each condition. Primary postpartum hemorrhage is defined as bleeding over 500cc within 24 hours of delivery and can be caused by uterine atony, genital tract trauma, or retained placenta. Antepartum hemorrhage involves bleeding from 24 weeks of gestation until delivery and may be due to placenta previa, abruptio placenta, or local cervical causes. Uterine rupture can occur spontaneously, due
The document provides materials for evaluating the performance of a documents controller, including:
- A 4-page job performance evaluation form with ratings scales to assess a documents controller's performance on factors like administration, communication, decision-making, and dependability.
- Links to additional online resources for performance appraisal, including sample phrases, forms, and guides to developing key performance indicators and writing self-appraisals.
- An 8-page section with example performance review phrases to assess a documents controller's attitude, creativity, decision-making, and other skills.
Nuchal cord, or a cord around the neck, occurs in approximately 25% of pregnancies. It is caused when the umbilical cord wraps around the fetal neck. A single loop usually does not cause problems, but multiple loops or tight loops carry higher risks. These risks include variable fetal heart rate, decreased fetal movement, umbilical cord compression, and in rare cases stillbirth. Nuchal cords are assessed using ultrasound and classified by number and tightness of loops. While most cases have good outcomes, tight or multiple loops may require closer monitoring during labor and increased chances of operative delivery.
Intensive care nurse performance appraisaljeepjordan46
This document provides information and resources for evaluating the performance of an intensive care nurse, including:
1. Sample performance appraisal forms for intensive care nurses with rating scales and categories like knowledge, skills, teamwork, decision making.
2. Examples of performance review phrases that could be used in appraising an intensive care nurse's strengths, weaknesses, and overall performance.
3. An overview of the top 12 methods that can be used to evaluate an intensive care nurse's performance, such as management by objectives, critical incident reviews, behaviorally anchored rating scales, and 360 degree/multi-rater feedback.
PREGNANCY IN UTERINE PROLAPSE BY DR SHASHWAT JANIDR SHASHWAT JANI
This document discusses the management of uterine prolapse during pregnancy. It notes that uterine prolapse is more common in India due to high parity and lack of trained birth attendants. During pregnancy, a pessary can be used to support a prolapsed uterus. If the cervix remains outside the vagina, tightening surgery or bed rest may be used. During labor, manual techniques help with dilation and delivery. After birth, rest and antibiotics can help recovery. The management requires an individualized approach based on each woman's symptoms and condition.
This document provides information and resources for evaluating the job performance of a software quality assurance manager, including:
1. Links to free ebooks and resources on performance appraisal phrases, forms, methods, and key performance indicators.
2. A 12-page job performance evaluation form for a software quality assurance manager, including sections to rate their performance on factors like administration, communication, decision-making, and to set goals and review strengths.
3. Descriptions of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document discusses systemic lupus erythematosus (SLE) during pregnancy. It notes that SLE occurs more frequently in women, especially during childbearing years. Pregnancy can cause flares in 40-60% of cases, most likely immediately postpartum. Good pregnancy outcomes require quiescent SLE for at least 6 months before conception with no active renal involvement or antiphospholipid antibodies. Management involves preconception counseling and multidisciplinary monitoring of disease activity and fetal wellbeing. Corticosteroids are the treatment of choice for flares.
This document discusses traditional and novel biomarkers for predicting preeclampsia. It summarizes the findings of various studies on biomarkers such as urine albumin excretion rate, serum uric acid levels, microalbuminuria, urinary soluble endoglin, urine proteomics, inhibin A, and thrombomodulin among others. Many of these show potential as predictors but have limitations in sensitivity, specificity, or ability to determine disease severity. Novel placental factors measured early in pregnancy may be promising predictors if they can be easily and cheaply measured with high sensitivity and specificity.
This document provides a job performance evaluation form for a health administrator. It includes:
- Links to free resources on performance appraisal methods, forms, and key performance indicators.
- Sections to rate the employee's performance on factors like administration, communication, decision-making, and safety. Performance can be rated as outstanding, exceeding expectations, meeting expectations, below expectations, or unsatisfactory.
- Areas for comments on the employee's strengths, areas for improvement, and a plan of action. Signatures are required from the employee and evaluators.
This document contains 10 photos with captions from North Shore University Hospital OB-GYN Associates in Great Neck, NY showing various staff and facilities on April 24, 2012. The photos show a medical secretary triaging phone calls, medical assistants scheduling patients, a medical assistant entering patient data, a room with mandatory supplies, a room prepared for a sonogram, a sonography machine, a sonographer performing an exam, a sonogram of a fetus, and twins visiting with their mother for a checkup.
- Supports the perineum and prevents its
distension.
- Applies gentle traction on the fetal trunk to aid
delivery.
- Applies counter pressure on the fetal head to
prevent its premature delivery.
Obstetrician:
- Delivers the fetus part by part.
- Applies fundal pressure when required.
- Performs episiotomy if required.
- Delivers the after coming head.
48
Steps in Assisted Vaginal Breech Delivery
1. Delivery of buttocks and legs:
- Allow spontaneous delivery of buttocks and legs.
- Apply gentle traction on the fetal trunk.
2. Delivery of trunk:
This document contains information about performance evaluation methods for manufacturing engineers, including example phrases and templates.
It begins by outlining several popular performance appraisal methods like management by objectives, critical incident method, and behaviorally anchored rating scales. It then provides examples of positive and negative phrases for evaluating different skills like attitude, creativity, decision-making, and problem-solving.
The document concludes by describing additional methods like 360-degree feedback, checklist approaches, and discusses features of management by objectives in more detail. An evaluation form template is also included with rating scales and sections for commenting on strengths, areas for improvement, and developing action plans.
Dr. Vandana Bansal is a senior gynecologist and obstetrician in Allahabad, India specializing in infertility and IVF. She has over 25 years of experience as a leading laparoscopic and hysteroscopic surgeon in Uttar Pradesh. She established the first test tube baby center in Allahabad 19 years ago and is a pioneer in infertility and IVF in the region. She has received numerous national and international awards for her work, and has authored publications included in distinguished biographical references.
This document summarizes information about preeclampsia. It discusses that preeclampsia is a serious complication of pregnancy characterized by hypertension, proteinuria, and edema. The cause is unknown but theories include immunological, genetic, and hormonal factors. Symptoms usually present after 20 weeks of gestation. Management involves monitoring for severity and delivering the baby if conditions worsen or reach term. Outcomes can be improved with early detection and treatment but preeclampsia remains a major cause of maternal and fetal complications.
For difficult vaginal delivery,forceps delivery,vacuum application are done to assist the vaginal delivery.Many types of forceps are there divided in 3 categories.
This document summarizes several obstetric emergencies including postpartum hemorrhage, antepartum hemorrhage, preeclampsia, uterine inversion, uterine rupture, and cord prolapse. It describes the causes, signs, symptoms, diagnosis, and management of each condition. Primary postpartum hemorrhage is defined as bleeding over 500cc within 24 hours of delivery and can be caused by uterine atony, genital tract trauma, or retained placenta. Antepartum hemorrhage involves bleeding from 24 weeks of gestation until delivery and may be due to placenta previa, abruptio placenta, or local cervical causes. Uterine rupture can occur spontaneously, due
The document provides materials for evaluating the performance of a documents controller, including:
- A 4-page job performance evaluation form with ratings scales to assess a documents controller's performance on factors like administration, communication, decision-making, and dependability.
- Links to additional online resources for performance appraisal, including sample phrases, forms, and guides to developing key performance indicators and writing self-appraisals.
- An 8-page section with example performance review phrases to assess a documents controller's attitude, creativity, decision-making, and other skills.
Nuchal cord, or a cord around the neck, occurs in approximately 25% of pregnancies. It is caused when the umbilical cord wraps around the fetal neck. A single loop usually does not cause problems, but multiple loops or tight loops carry higher risks. These risks include variable fetal heart rate, decreased fetal movement, umbilical cord compression, and in rare cases stillbirth. Nuchal cords are assessed using ultrasound and classified by number and tightness of loops. While most cases have good outcomes, tight or multiple loops may require closer monitoring during labor and increased chances of operative delivery.
Intensive care nurse performance appraisaljeepjordan46
This document provides information and resources for evaluating the performance of an intensive care nurse, including:
1. Sample performance appraisal forms for intensive care nurses with rating scales and categories like knowledge, skills, teamwork, decision making.
2. Examples of performance review phrases that could be used in appraising an intensive care nurse's strengths, weaknesses, and overall performance.
3. An overview of the top 12 methods that can be used to evaluate an intensive care nurse's performance, such as management by objectives, critical incident reviews, behaviorally anchored rating scales, and 360 degree/multi-rater feedback.
PREGNANCY IN UTERINE PROLAPSE BY DR SHASHWAT JANIDR SHASHWAT JANI
This document discusses the management of uterine prolapse during pregnancy. It notes that uterine prolapse is more common in India due to high parity and lack of trained birth attendants. During pregnancy, a pessary can be used to support a prolapsed uterus. If the cervix remains outside the vagina, tightening surgery or bed rest may be used. During labor, manual techniques help with dilation and delivery. After birth, rest and antibiotics can help recovery. The management requires an individualized approach based on each woman's symptoms and condition.
This document provides information and resources for evaluating the job performance of a software quality assurance manager, including:
1. Links to free ebooks and resources on performance appraisal phrases, forms, methods, and key performance indicators.
2. A 12-page job performance evaluation form for a software quality assurance manager, including sections to rate their performance on factors like administration, communication, decision-making, and to set goals and review strengths.
3. Descriptions of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document discusses systemic lupus erythematosus (SLE) during pregnancy. It notes that SLE occurs more frequently in women, especially during childbearing years. Pregnancy can cause flares in 40-60% of cases, most likely immediately postpartum. Good pregnancy outcomes require quiescent SLE for at least 6 months before conception with no active renal involvement or antiphospholipid antibodies. Management involves preconception counseling and multidisciplinary monitoring of disease activity and fetal wellbeing. Corticosteroids are the treatment of choice for flares.
This document discusses traditional and novel biomarkers for predicting preeclampsia. It summarizes the findings of various studies on biomarkers such as urine albumin excretion rate, serum uric acid levels, microalbuminuria, urinary soluble endoglin, urine proteomics, inhibin A, and thrombomodulin among others. Many of these show potential as predictors but have limitations in sensitivity, specificity, or ability to determine disease severity. Novel placental factors measured early in pregnancy may be promising predictors if they can be easily and cheaply measured with high sensitivity and specificity.
This document provides a job performance evaluation form for a health administrator. It includes:
- Links to free resources on performance appraisal methods, forms, and key performance indicators.
- Sections to rate the employee's performance on factors like administration, communication, decision-making, and safety. Performance can be rated as outstanding, exceeding expectations, meeting expectations, below expectations, or unsatisfactory.
- Areas for comments on the employee's strengths, areas for improvement, and a plan of action. Signatures are required from the employee and evaluators.
This document contains 10 photos with captions from North Shore University Hospital OB-GYN Associates in Great Neck, NY showing various staff and facilities on April 24, 2012. The photos show a medical secretary triaging phone calls, medical assistants scheduling patients, a medical assistant entering patient data, a room with mandatory supplies, a room prepared for a sonogram, a sonography machine, a sonographer performing an exam, a sonogram of a fetus, and twins visiting with their mother for a checkup.
This document provides an overview of topics covered in an OB/GYN continuing medical education course, including the three stages of delivery (dilation, expulsion, and placental expulsion), common pre-delivery emergencies like ectopic pregnancy and pre-eclampsia/eclampsia, signs of imminent delivery, protocols for normal and abnormal deliveries, and gynecological emergencies. Assessment includes determining if immediate care or delivery is needed and protocols are outlined for procedures like suctioning the nose/mouth and cutting the umbilical cord during delivery. Complications during delivery like prolapsed cords and breech or multiple births may require immediate transport.
Medical billing clerk perfomance appraisal 2tonychoper4504
This document contains a job performance evaluation form for a medical billing clerk. It includes sections for identifying employee information, rating performance on factors like administration, knowledge, communication, and more. Performance is rated on a scale from outstanding to unsatisfactory. Space is provided for noting employee strengths, areas for improvement, and developing a plan of action. The form also includes reviewing the employee's job description. Additional pages provide example phrases for evaluating attributes like attitude, creativity, and decision-making abilities.
Medical support assistant perfomance appraisal 2tonychoper4304
This document provides information and resources for evaluating the job performance of a medical support assistant. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and a plan of action. Rating scales are provided to evaluate performance on factors such as administration, knowledge, communication, teamwork, and customer service. The document also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. Resources on performance appraisal phrases and key performance indicators are referenced.
Obstetricians specialize in childbirth and care before and after birth, and are trained to identify and treat complications during pregnancy and delivery. Gynecologists specialize in the primary care of women's reproductive systems, treating diseases and performing procedures like Pap smears and hysterectomies. Becoming an OB/GYN requires at minimum 12 years of education and training including an undergraduate degree, medical school, OB/GYN residency, and licensing exams. OB/GYNs typically work in private practice but may also work in public health or hospitals. The field is growing and OB/GYNs earn a higher than average salary, though the United States faces a shortage, especially in rural areas.
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El documento presenta las teorías de población de Clark, Leibenstein y Becker. Clark creía que la Tierra y el universo podían albergar cualquier aumento de la población y no justificaba el control de la natalidad. Leibenstein distinguía tres tipos de utilidad y determinaba el tamaño de la población de un país. Becker realizó contribuciones al análisis económico de la fecundidad.
The document discusses three ways to attract audiences to a new film: creating posters to advertise the product, using a film institution to distribute trailers and TV ads after 9pm, and using social media sites like Twitter and Facebook to provide regular updates about the film to their millions of users. All of these methods would help ensure people are aware of the film and interested in watching it.
The document outlines the skills and experience of an individual with over 7 years of experience in web development including 4 years working with Drupal, experience developing applications using frameworks like Symfony and CakePHP, and leading the development of complex modules for projects at previous employers like an airline booking engine and HR application. The individual also lists education qualifications and certifications in areas like PHP and technical skills involving languages, databases and tools.
4 2 jyotsna vohra cancer prevention - challenges and targetscatherinecastledine
Dr. Jyotsna Vohra presented on developing a Policy Research Centre for Cancer Prevention at Cancer Research UK. She discussed the challenges of cancer prevention work, including that success is invisible, advice often changes, and commercial interests may conflict with prevention goals. CRUK established a £6 million Cancer Prevention Initiative to fund prevention research and policy work. The new Policy Research Centre will identify evidence gaps, conduct targeted policy research, and promote interventions for healthier living and reducing inequalities. Some challenges for the centre will be overcoming perceptions that CRUK only focuses on cures and dealing with accusations of interfering in personal choices.
El documento explica cómo desfragmentar una unidad de disco duro en Windows para reunir archivos fragmentados en un solo espacio y mejorar el rendimiento. Detalla que la desfragmentación ordena los archivos para lectura y escritura más rápidas, y que es recomendable hacerlo al menos una vez al mes si se realizan muchas operaciones con archivos y carpetas. A continuación, enumera los pasos para ejecutar la herramienta de desfragmentación de Windows.
Esittelyssä NetIQ:n ratkaisu Advanced Authentication.
NAAF on autentikointi-infrastruktuuri joka yhdistää erilaiset
autentikointitavat erilaisiin autentikointitapahtumiin tai
-hetkiin.
Se,
● Tukee erilaisia autentikontitapoja
● Tukee useita autentikointitapahtumia
● Tukee useita käyttäjätietovarastoja
● Käyttäjäystävällinen
● Helppo hallinta ja tapahtumien lokitus
Jonathan Lee Talent Management is a HR consulting firm established in 2000 that specializes in talent selection, development, and retention services. They assist clients in creating effective teams through these services. The firm focuses on manufacturing, engineering, and commercial sectors, bringing experience from large companies to small and medium enterprises. Their team of consultants uses psychometric testing and personality assessments to deliver customized solutions that add value to clients' businesses.
O documento descreve o Posto Avançado de Conciliação Extraprocessual (PACE), uma parceria entre o Tribunal de Justiça de São Paulo e a Associação Comercial de São Paulo criada para reduzir a morosidade judicial por meio da conciliação extrajudicial de demandas envolvendo direitos patrimoniais. O PACE realiza audiências de conciliação digitalizadas e homologa judicialmente os acordos alcançados. Desde sua criação em 2008, o PACE já atendeu mais de 50.000 pessoas e agendou 30.000 audiências,
Clinical medical assistant perfomance appraisal 2tonychoper204
This document contains information about performance evaluation forms and methods for clinical medical assistants. 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 skills and traits as well as descriptions of common performance appraisal methods like management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document serves as a reference for effectively evaluating clinical medical assistant job performance.
Certified medical assistant performance appraisalcristianbill19
Certified medical assistant job description,Certified medical assistant goals & objectives,Certified medical assistant KPIs & KRAs,Certified medical assistant self appraisal
Resident medical officer performance appraisalevadaring6
Resident medical officer job description,Resident medical officer goals & objectives,Resident medical officer KPIs & KRAs,Resident medical officer self appraisal
Medical data entry clerk performance appraisalkyleannie435
Medical data entry clerk job description,Medical data entry clerk goals & objectives,Medical data entry clerk KPIs & KRAs,Medical data entry clerk self appraisal
Medical practice manager perfomance appraisal 2tonychoper3004
This document provides information and resources for evaluating the performance of a medical practice manager. It includes a sample job performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, teamwork, decision-making, and customer service. The form also has sections for commenting on an employee's strengths, areas for improvement, and developing a performance improvement plan. The document further lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. It provides descriptions and examples of how to use these different appraisal methods.
This document contains materials for evaluating the job performance of a clinical trial assistant, including:
1) A 4-page clinical trial assistant performance evaluation form with ratings for various performance factors like administration, communication, teamwork, and a section for comments.
2) A list of 6 online resources for useful performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
3) Examples of positive and negative performance review phrases for a clinical trial assistant's attitude, creativity/innovation, and decision-making skills.
The document provides a comprehensive form and resources for evaluating the work performance of a clinical trial assistant.
Chief medical officer performance appraisalcameronbell328
This document contains information about performance evaluation methods for a chief medical officer, including example phrases and templates. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist method. For each method, it provides details on how it works, advantages, disadvantages, example rating scales, and performance review phrases that could be used in evaluating a chief medical officer. The document aims to provide HR professionals with resources to effectively evaluate the job performance of a chief medical officer.
Medical records officer performance appraisalevadaring6
Medical records officer job description,Medical records officer goals & objectives,Medical records officer KPIs & KRAs,Medical records officer self appraisal
Clinical research assistant performance appraisalcolincreevey4
Clinical research assistant job description,Clinical research assistant goals & objectives,Clinical research assistant KPIs & KRAs,Clinical research assistant self appraisal
Medical secretary performance appraisalmolliebell246
This document provides information and resources for evaluating the performance of a medical secretary, including:
1. A 4-page job performance evaluation form for rating a medical secretary's performance, with factors like administration, knowledge, communication, and customer service.
2. Examples of positive and negative phrases for evaluating a medical secretary's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for a medical secretary's performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Medical laboratory assistant perfomance appraisal 2tonychoper204
This document contains information about performance evaluation forms and methods for medical laboratory assistants. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also lists phrases that can be used in performance reviews and describes several common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist methods. The goal is to provide useful resources and templates for evaluating the job performance of medical laboratory assistants.
Engagement manager communication skills pdf free downloadmartinbilly11
This document provides tips for improving communication skills. It begins by recommending listening actively to fully understand others. It then discusses how presenters often overestimate how much an audience understands, so clear overcommunication is important. Later tips include avoiding overreliance on visual aids, engaging audiences through questions, soliciting honest feedback, and focusing on earning respect rather than laughs. The overall message is that strong communication requires understanding others, clearly conveying messages, and engaging audiences effectively.
Driver communication skills pdf free downloadmartinbilly11
This document provides tips to improve communication skills. It begins by emphasizing the importance of listening to understand others' perspectives. It then advises over-communicating key points since audiences often misunderstand more than expected. Presenters are cautioned against over-reliance on visual aids like PowerPoint, which can hinder communication. Engaging audiences through questions and discussions is recommended to maintain attention. The document stresses starting and ending presentations by restating the most important takeaways.
This document provides 13 tips for improving communication skills. The tips include learning to listen actively, over-communicating key points to ensure understanding, avoiding overreliance on visual aids, putting oneself in others' shoes to develop empathy, soliciting honest feedback to improve, engaging audiences in discussions, starting and ending presentations by restating key points, understanding the audience, and focusing on earning respect rather than laughs. The overall aim is to provide practical advice for effective communication.
This document provides 13 tips for improving communication skills. The tips include listening actively, over-communicating key points, avoiding overreliance on visual aids, putting oneself in others' shoes, engaging audiences, starting and ending with key points, understanding the audience, and focusing on earning respect rather than jokes. The overall message is that strong communication requires understanding others' perspectives, clearly conveying essential information, and adapting to different audiences.
Corporate security officer communication skills pdfmartinbilly11
This document provides 13 tips for improving communication skills as a corporate security officer. The tips include listening actively, over-communicating key points, avoiding overreliance on visual aids, putting oneself in others' shoes, engaging audiences, accepting public speaking fears, and focusing on earning respect rather than laughs. The document emphasizes clear and concise communication tailored to the audience.
Corporate receptionist communication skills pdfmartinbilly11
This document provides 13 tips for improving communication skills. The tips include listening actively, over-communicating key points, avoiding overreliance on visual aids, putting oneself in others' shoes, asking for honest feedback, engaging audiences, speaking directly with others rather than writing, accepting fears of public speaking, starting and ending with key points, using the PIP (Purpose, Importance, Preview) structure, getting to know the audience, and focusing on earning respect rather than laughs. The document is from a website that provides resources for improving communication and management skills.
This document contains materials for evaluating the performance of a theatre assistant, including:
1) A 4-page job performance evaluation form with ratings for various performance factors and space for comments.
2) Several pages of example phrases to use in a performance review for areas like attitude, creativity, decision-making, and teamwork.
3) An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Medical records assistant performance appraisalmartinbilly11
Medical records assistant job description,Medical records assistant goals & objectives,Medical records assistant KPIs & KRAs,Medical records assistant self appraisal
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
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The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
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Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
2. Job Performance Evaluation Form Page 2
Useful performance appraisal materials for ob gyn medical
assistant:
performanceappraisal360.com/free-ebook-2456-phrases-for-performance-
appraisals
performanceappraisal360.com/free-65-performance-appraisal-forms
performanceappraisal360.com/free-ebook-top-12-methods-for-performance-
appraisal
performanceappraisal360.com/free-ebook-top-15-secrets-to-set-up-
performance-management-system
performanceappraisal360.com/free-ebook-2436-KPI-samples/
performanceappraisal360.com/free-ebook-top -9-tips-to-writing-a-winning-
self-appraisal
Ob gyn medical assistant job description
Ob gyn medical assistant goals & objectives
Ob gyn medical assistant KPIs & KRAs
Ob gyn medical assistant self appraisal
3. Job Performance Evaluation Form Page 3
I. Ob gyn medical assistant performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
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. Ob gyn medical assistant performance phrases
1.Attitude Performance Review Examples – ob gyn medical assistant
Positive review
Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for ob gyn medical assistant
Positive review
Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
9. Job Performance Evaluation Form Page 9
Negative review
Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – ob gyn medical assistant
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance ReviewPhrases – ob gyn medical assistant
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
10. Job Performance Evaluation Form Page 10
Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – ob gyn medical assistant
Positive review
Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
11. Job Performance Evaluation Form Page 11
6.Teamwork Skills Performance Appraisal Phrases – ob gyn medical assistant
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
12. Job Performance Evaluation Form Page 12
III.Top 12 methods for ob gyn medical assistant performance
appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
13. Job Performance Evaluation Form Page 13
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
14. Job Performance Evaluation Form Page 14
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
15. Job Performance Evaluation Form Page 15
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
16. Job Performance Evaluation Form Page 16
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
17. Job Performance Evaluation Form Page 17
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
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Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
18. Job Performance Evaluation Form Page 18
Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…