Software test engineer performance appraisaloliverwood31
This document contains information related to performance evaluation forms and methods for software test engineers. It includes a sample job performance evaluation form with sections for performance planning and review, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various categories like attitude, creativity, decision making, and problem solving. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide useful resources for conducting comprehensive performance evaluations of software test engineers.
Selenium Tutorial For Beginners | What Is Selenium? | Selenium Automation Tes...Edureka!
This Edureka Selenium tutorial will give you an introduction to software testing. It talks about the drawbacks of manual testing and reasons why automation testing is the way forward. In this Selenium tutorial, you will also get to learn the different suites of Selenium and what are the features and shortcomings of Selenium as an automation testing tool.
To take a structured course on Selenium, you can check our Selenium training page: https://www.edureka.co/testing-with-selenium-webdriver
Governor limits in Salesforce enforce runtime limits on Apex code to ensure fair sharing of system resources among multiple tenants. The key governor limits include limits on the number of SOQL queries, records retrieved, and number of scripts executed. Governor limits are calculated based on the entry point for the Apex code, such as Apex triggers, web services, or anonymous blocks. Limits are shared across an organization and apply to all code executed within a synchronous transaction, while asynchronous code like future methods has separate limits. Developers must optimize code to avoid hitting governor limits, for example by bulkifying code, minimizing SOQL queries, and using future calls appropriately.
Server support engineer performance appraisallopedhapper
This document provides information and resources for evaluating the performance of a server support engineer, including:
1. A sample performance evaluation form with rating scales and categories to evaluate an employee's skills, strengths, areas for improvement, and overall performance.
2. Examples of phrases to use in a performance review for various categories like attitude, problem solving, teamwork, and decision making.
3. An overview of the top 12 methods for conducting a performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Ultimate Web Automation Testing with Cypress : Master End-to-End Web Applicat...Lucky Gods
Testing Times No More! Automate Your Way to Web App Excellence with Cypress!
QA woes got you feeling like a tangled mess of bugs and broken code? Fear not, fellow testers, for this ebook is your ultimate weapon to conquer web automation with the mighty Cypress!
Imagine:
No more manual testing madness, replaced by a symphony of automated scripts that dance across your web app like graceful ninjas.
**Detecting bugs before they even have a chance to hatch, leaving your users singing your praises (and not filing angry support tickets).
**Freeing up your precious time from tedious tasks, allowing you to focus on strategic testing and unleashing your inner QA unicorn. ✨
Mastering the art of end-to-end testing, writing beautiful Cypress scripts that sing like Shakespeare and test like a boss.
Becoming the automation hero your team needs, saving the day (and the release schedule) with every click and keystroke. ♀️
This ebook is your Cypress compass, guiding you through the exciting world of:
Cypress fundamentals: Unravel the mysteries of this powerful testing framework, from installation and configuration to basic commands and syntax. 🪄
Writing efficient and elegant Cypress tests: Learn best practices, discover hidden gems, and craft scripts that are both effective and a joy to read. ✍️
Mastering end-to-end testing workflows: Design comprehensive test suites, handle user interactions, and conquer complex scenarios with ease.
Debugging like a pro: Tame the testing beast with advanced troubleshooting techniques and leave even the most elusive bugs trembling in your wake. ️♀️
Integrating Cypress into your CI/CD pipeline: Automate your testing process, streamline workflows, and bask in the glory of continuous feedback.
So open this ebook and unlock the power of Cypress automation! We'll be your testing companions on this epic journey, guiding you every step of the way as you transform from a manual testing warrior to a Cypress champion! ♀️
Software test engineer performance appraisaloliverwood31
This document contains information related to performance evaluation forms and methods for software test engineers. It includes a sample job performance evaluation form with sections for performance planning and review, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various categories like attitude, creativity, decision making, and problem solving. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide useful resources for conducting comprehensive performance evaluations of software test engineers.
Selenium Tutorial For Beginners | What Is Selenium? | Selenium Automation Tes...Edureka!
This Edureka Selenium tutorial will give you an introduction to software testing. It talks about the drawbacks of manual testing and reasons why automation testing is the way forward. In this Selenium tutorial, you will also get to learn the different suites of Selenium and what are the features and shortcomings of Selenium as an automation testing tool.
To take a structured course on Selenium, you can check our Selenium training page: https://www.edureka.co/testing-with-selenium-webdriver
Governor limits in Salesforce enforce runtime limits on Apex code to ensure fair sharing of system resources among multiple tenants. The key governor limits include limits on the number of SOQL queries, records retrieved, and number of scripts executed. Governor limits are calculated based on the entry point for the Apex code, such as Apex triggers, web services, or anonymous blocks. Limits are shared across an organization and apply to all code executed within a synchronous transaction, while asynchronous code like future methods has separate limits. Developers must optimize code to avoid hitting governor limits, for example by bulkifying code, minimizing SOQL queries, and using future calls appropriately.
Server support engineer performance appraisallopedhapper
This document provides information and resources for evaluating the performance of a server support engineer, including:
1. A sample performance evaluation form with rating scales and categories to evaluate an employee's skills, strengths, areas for improvement, and overall performance.
2. Examples of phrases to use in a performance review for various categories like attitude, problem solving, teamwork, and decision making.
3. An overview of the top 12 methods for conducting a performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Ultimate Web Automation Testing with Cypress : Master End-to-End Web Applicat...Lucky Gods
Testing Times No More! Automate Your Way to Web App Excellence with Cypress!
QA woes got you feeling like a tangled mess of bugs and broken code? Fear not, fellow testers, for this ebook is your ultimate weapon to conquer web automation with the mighty Cypress!
Imagine:
No more manual testing madness, replaced by a symphony of automated scripts that dance across your web app like graceful ninjas.
**Detecting bugs before they even have a chance to hatch, leaving your users singing your praises (and not filing angry support tickets).
**Freeing up your precious time from tedious tasks, allowing you to focus on strategic testing and unleashing your inner QA unicorn. ✨
Mastering the art of end-to-end testing, writing beautiful Cypress scripts that sing like Shakespeare and test like a boss.
Becoming the automation hero your team needs, saving the day (and the release schedule) with every click and keystroke. ♀️
This ebook is your Cypress compass, guiding you through the exciting world of:
Cypress fundamentals: Unravel the mysteries of this powerful testing framework, from installation and configuration to basic commands and syntax. 🪄
Writing efficient and elegant Cypress tests: Learn best practices, discover hidden gems, and craft scripts that are both effective and a joy to read. ✍️
Mastering end-to-end testing workflows: Design comprehensive test suites, handle user interactions, and conquer complex scenarios with ease.
Debugging like a pro: Tame the testing beast with advanced troubleshooting techniques and leave even the most elusive bugs trembling in your wake. ️♀️
Integrating Cypress into your CI/CD pipeline: Automate your testing process, streamline workflows, and bask in the glory of continuous feedback.
So open this ebook and unlock the power of Cypress automation! We'll be your testing companions on this epic journey, guiding you every step of the way as you transform from a manual testing warrior to a Cypress champion! ♀️
In a device-frangmented world like ours today, it has become impossible to test all software, let alone mobile applications, manually. That's why automated testing is so important!
Find out about the top benefits of automated testing in this slideshow!
Talk given by Kelly Currier, Agile Senior Director and Vladimir Gerasimov, Product Management Senior Manager at Salesforce, at STPCon in April 2016
Salesforce adopted agile methodologies over 7 years ago. Over the years, it has helped us to drive innovation, productivity and become the world’s #1 CRM solution. Salesforce has taken agile methodologies and created a unique approach called the Adaptive Delivery Methodology (ADM). During this session, we will provide an ADM overview and how it helps us deliver 3 major releases with hundreds of features every year. We will also cover how we approach testing and quality through ADM. At Salesforce, there is no such thing as throwing code over the fence for someone else to test. Developers and Quality Engineers, we all work together to ensure release quality.
This document presents a proof of concept for automating tests of a software under test (SUT) using Selenium WebDriver with either Java or JavaScript technologies. It evaluates Selenium with Java using JUnit in Eclipse or with JavaScript using Protractor. Both approaches are found capable of test automation, but Protractor is deemed more suitable since the SUT uses AngularJS and JavaScript is already established for the project. The document describes the environment, setup, features, some initial test cases performed, and concludes that Protractor would achieve better results due to its specificity for AngularJS.
This document provides an overview and agenda for a presentation on automation testing using IBM Rational Functional Tester. It discusses what automation testing is, why it is useful, and when it should be implemented. It also addresses common myths about automation testing and provides tips for successful automation. Finally, it covers features of IBM Rational Functional Tester, including how to set up a test environment and record scripts to automate testing.
This is my complete introductory course for Software Test Automation.If you need full training that includes different automation tools (Selenium, J-Meter, Burp, SOAP UI etc), feel free to contact me by email (amraldo@hotmail.com) or by mobile (+201223600207).
The document discusses different types of software testing strategies and techniques. It describes unit testing, integration testing, and different integration testing approaches like top-down, bottom-up, and sandwich testing. It also discusses the characteristics, process, advantages, and disadvantages of white box and black box testing.
This Presentation shows That what is Agile methodology, its principles and key points and how it is different from other software development life cycle.
An RTM (requirements traceability matrix) is a table, usually a spreadsheet, that links test cases to requirements and vice versa. It is useful for large, complex projects with many requirements to help organize testing. The level of detail in an RTM depends on factors like schedule and the needs of the project manager. Various tools can be used to create an RTM, depending on company policies, including Microsoft Access, HP Test Director, and combinations of tools like Rational ClearQuest and Lotus Notes.
The document discusses various aspects of the software testing process including verification and validation strategies, test phases, metrics, configuration management, test development, and defect tracking. It provides details on unit testing, integration testing, system testing, and other test phases. Metrics covered include functional coverage, software maturity, and reliability. Configuration management and defect tracking processes are also summarized.
Pre sales consultant performance appraisalkimacraw
This document contains information about performance evaluation methods for pre-sales consultants, including examples of evaluation criteria and phrases. 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 the method works and its advantages or disadvantages. The document also includes examples of positive and negative phrases that can be used to evaluate criteria like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
An introduction to Software Testing and Test ManagementAnuraj S.L
The document provides an introduction to software testing and test management. It discusses key concepts like quality, software testing definitions, why testing is important, who does testing, what needs to be tested, when testing is done, and testing standards. It also covers testing methodologies like black box and white box testing and different levels of testing like unit testing, integration testing, and system testing. The document is intended to give a basic overview of software testing and related topics.
Validate Your Redefined Customer Journeys QuicklyApplause
COVID-19 has accelerated the need for new customer journeys like curbside pickup. Now is the time for businesses to account for contactless services and ensure customer safety.
A presentation on software testing importance , types, and levels,...
This presentation contains videos, it may be unplayable on slideshare and need to download
QA plays an important role in delivering high quality software by thoroughly testing for errors and issues and providing constructive feedback to developers. Some key responsibilities of QA include properly understanding requirements, creating comprehensive test plans and test cases, executing different types of testing such as positive and negative testing, carefully analyzing results and logging any issues found along with the steps to reproduce them. QA should pursue finding and resolving errors, not blame on individuals. Both QA and developers must work together effectively through clear communication and collaboration.
This document discusses software engineering and software testing. Software engineering is concerned with developing large software through applying engineering principles. The challenge is to produce high quality software within budget and schedule constraints. Software testing is the process of finding errors in software and involves both manual and automated testing. Different types of testing include unit, integration, system, and acceptance testing. The goal of testing is to uncover defects early and reduce costs.
Manual testing interview questions and answerskaranmca
The document discusses several key aspects of manual testing, including:
- What makes a good test engineer, including having a "test to break" attitude and strong communication skills.
- The qualities of a good QA engineer, such as understanding the software development process.
- The traits of a good test manager, like maintaining team enthusiasm and communicating with different stakeholders.
- The importance of documentation in QA and having repeatable practices.
- The significance of requirements and ensuring they are clear, testable, and involve all relevant customers.
Priority and severity are key components of a bug report. Priority indicates the order in which bugs should be fixed and how much retesting time is required. Severity refers to a bug's impact on the application. Testers set priority based on retesting needs and how much testing is blocked. Severity is less likely to change and refers to functionality impact. Different combinations of priority (low, medium, high) and severity (critical, major, moderate, minor, cosmetic) indicate different types of bugs.
Sales support representative performance appraisalruudvations
This document provides information and materials for evaluating the performance of a sales support representative. It includes a sample performance evaluation form with sections to rate employees on various performance factors using scales, comment on strengths and areas for improvement, set goals, and obtain signatures. It also gives examples of phrases to use in evaluating different aspects of performance both positively and negatively, such as attitude, creativity, decision making, interpersonal skills, and teamwork. Finally, it outlines the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
The document outlines goals and action plans for an operations role within a new company. It includes 4 main goals: 1) Assisting with restructuring operations including headcount management, costs and change initiatives. 2) Supporting new operations management in implementing strategy and talent acquisition. 3) Assisting the CEO with operations management and communication. 4) Driving the operations management team to support growth. The action plans provide details on focusing on value-added systems, identifying best practices, monitoring costs, developing work procedures, supporting continuous improvement and resolving issues.
In a device-frangmented world like ours today, it has become impossible to test all software, let alone mobile applications, manually. That's why automated testing is so important!
Find out about the top benefits of automated testing in this slideshow!
Talk given by Kelly Currier, Agile Senior Director and Vladimir Gerasimov, Product Management Senior Manager at Salesforce, at STPCon in April 2016
Salesforce adopted agile methodologies over 7 years ago. Over the years, it has helped us to drive innovation, productivity and become the world’s #1 CRM solution. Salesforce has taken agile methodologies and created a unique approach called the Adaptive Delivery Methodology (ADM). During this session, we will provide an ADM overview and how it helps us deliver 3 major releases with hundreds of features every year. We will also cover how we approach testing and quality through ADM. At Salesforce, there is no such thing as throwing code over the fence for someone else to test. Developers and Quality Engineers, we all work together to ensure release quality.
This document presents a proof of concept for automating tests of a software under test (SUT) using Selenium WebDriver with either Java or JavaScript technologies. It evaluates Selenium with Java using JUnit in Eclipse or with JavaScript using Protractor. Both approaches are found capable of test automation, but Protractor is deemed more suitable since the SUT uses AngularJS and JavaScript is already established for the project. The document describes the environment, setup, features, some initial test cases performed, and concludes that Protractor would achieve better results due to its specificity for AngularJS.
This document provides an overview and agenda for a presentation on automation testing using IBM Rational Functional Tester. It discusses what automation testing is, why it is useful, and when it should be implemented. It also addresses common myths about automation testing and provides tips for successful automation. Finally, it covers features of IBM Rational Functional Tester, including how to set up a test environment and record scripts to automate testing.
This is my complete introductory course for Software Test Automation.If you need full training that includes different automation tools (Selenium, J-Meter, Burp, SOAP UI etc), feel free to contact me by email (amraldo@hotmail.com) or by mobile (+201223600207).
The document discusses different types of software testing strategies and techniques. It describes unit testing, integration testing, and different integration testing approaches like top-down, bottom-up, and sandwich testing. It also discusses the characteristics, process, advantages, and disadvantages of white box and black box testing.
This Presentation shows That what is Agile methodology, its principles and key points and how it is different from other software development life cycle.
An RTM (requirements traceability matrix) is a table, usually a spreadsheet, that links test cases to requirements and vice versa. It is useful for large, complex projects with many requirements to help organize testing. The level of detail in an RTM depends on factors like schedule and the needs of the project manager. Various tools can be used to create an RTM, depending on company policies, including Microsoft Access, HP Test Director, and combinations of tools like Rational ClearQuest and Lotus Notes.
The document discusses various aspects of the software testing process including verification and validation strategies, test phases, metrics, configuration management, test development, and defect tracking. It provides details on unit testing, integration testing, system testing, and other test phases. Metrics covered include functional coverage, software maturity, and reliability. Configuration management and defect tracking processes are also summarized.
Pre sales consultant performance appraisalkimacraw
This document contains information about performance evaluation methods for pre-sales consultants, including examples of evaluation criteria and phrases. 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 the method works and its advantages or disadvantages. The document also includes examples of positive and negative phrases that can be used to evaluate criteria like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
An introduction to Software Testing and Test ManagementAnuraj S.L
The document provides an introduction to software testing and test management. It discusses key concepts like quality, software testing definitions, why testing is important, who does testing, what needs to be tested, when testing is done, and testing standards. It also covers testing methodologies like black box and white box testing and different levels of testing like unit testing, integration testing, and system testing. The document is intended to give a basic overview of software testing and related topics.
Validate Your Redefined Customer Journeys QuicklyApplause
COVID-19 has accelerated the need for new customer journeys like curbside pickup. Now is the time for businesses to account for contactless services and ensure customer safety.
A presentation on software testing importance , types, and levels,...
This presentation contains videos, it may be unplayable on slideshare and need to download
QA plays an important role in delivering high quality software by thoroughly testing for errors and issues and providing constructive feedback to developers. Some key responsibilities of QA include properly understanding requirements, creating comprehensive test plans and test cases, executing different types of testing such as positive and negative testing, carefully analyzing results and logging any issues found along with the steps to reproduce them. QA should pursue finding and resolving errors, not blame on individuals. Both QA and developers must work together effectively through clear communication and collaboration.
This document discusses software engineering and software testing. Software engineering is concerned with developing large software through applying engineering principles. The challenge is to produce high quality software within budget and schedule constraints. Software testing is the process of finding errors in software and involves both manual and automated testing. Different types of testing include unit, integration, system, and acceptance testing. The goal of testing is to uncover defects early and reduce costs.
Manual testing interview questions and answerskaranmca
The document discusses several key aspects of manual testing, including:
- What makes a good test engineer, including having a "test to break" attitude and strong communication skills.
- The qualities of a good QA engineer, such as understanding the software development process.
- The traits of a good test manager, like maintaining team enthusiasm and communicating with different stakeholders.
- The importance of documentation in QA and having repeatable practices.
- The significance of requirements and ensuring they are clear, testable, and involve all relevant customers.
Priority and severity are key components of a bug report. Priority indicates the order in which bugs should be fixed and how much retesting time is required. Severity refers to a bug's impact on the application. Testers set priority based on retesting needs and how much testing is blocked. Severity is less likely to change and refers to functionality impact. Different combinations of priority (low, medium, high) and severity (critical, major, moderate, minor, cosmetic) indicate different types of bugs.
Sales support representative performance appraisalruudvations
This document provides information and materials for evaluating the performance of a sales support representative. It includes a sample performance evaluation form with sections to rate employees on various performance factors using scales, comment on strengths and areas for improvement, set goals, and obtain signatures. It also gives examples of phrases to use in evaluating different aspects of performance both positively and negatively, such as attitude, creativity, decision making, interpersonal skills, and teamwork. Finally, it outlines the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
The document outlines goals and action plans for an operations role within a new company. It includes 4 main goals: 1) Assisting with restructuring operations including headcount management, costs and change initiatives. 2) Supporting new operations management in implementing strategy and talent acquisition. 3) Assisting the CEO with operations management and communication. 4) Driving the operations management team to support growth. The action plans provide details on focusing on value-added systems, identifying best practices, monitoring costs, developing work procedures, supporting continuous improvement and resolving issues.
2016 SWFL Highschool fFootball Game of the WeekJoe Skladany
If you own a business in SWFL ... call me to set up a meeting to discuss how you can become a sponsor. We will customize a sponsorship to fit any size budget and exceed all your expectations!
The document provides an overview of the City of Saratoga government and the services it provides. It summarizes each department, including Public Works, Community Development, Recreation, and Finance. It also discusses the City's commissions and how they engage the community. Key services like road maintenance, parks programming, and development review are highlighted.
Sujit Das has 12 years of experience in electrical engineering and automation systems for process plants, machine tools industries, and substations. He has expertise in PLC programming, SCADA development, CNC systems, servo drives, VFD drives, and designing electrical systems. Some of his responsibilities include designing, installing, and commissioning automation, electrical, and power management systems for various industries. He is proficient in software such as Eplan, AutoCAD, Solid Edge, and PLC programming packages from Siemens and GE Fanuc.
This document summarizes the inspiration, development, challenges and future plans of Tearn Up, a student-run skills sharing platform at Princeton University. It notes that Princeton students feel they lack opportunities to learn practical skills outside the classroom. The founders conducted research on existing programs and found high initial demand for Tearn Up when they piloted an alpha prototype. However, challenges included ensuring follow through, improving credibility and attracting more users. Their plans for the future include recruiting more teachers and learners, gaining a corporate sponsor, and establishing a class rating system on the website.
RTA (Ride Today Acceptance LLC) is an indirect sub-prime finance company that provides loans to applicants with blemished credit for purchasing motorcycles and powersports vehicles. They approve loans that were declined by larger lenders and credit unions. RTA finances new and used vehicles up to 14 years old from major manufacturers and pays dealers in full up front upon approval, with no money held in reserve. Dealers can enroll with RTA at no cost by downloading the enrollment package from their website or calling their marketing department.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Linda Marroquin has extensive experience in business development, strategic planning, and marketing in industries such as telecommunications, healthcare, construction, and technology. She has a Masters in Health Care Administration and a Bachelor's in Psychology. Her skills include developing organizational vision and market strategy to exceed revenue goals. She has experience leading strategic partnerships and implementing initiatives that drive growth.
Fama (Pty) Ltd is a Botswana company that deals in small-scale mining, gravel extraction and delivery, and equipment leasing. The company plans to acquire mobile crushers and expand into coal mining. Fama aims to establish a substantial client base in the growing construction industry in Kgatleng District through on-time deliveries and quality service.
Proteus Technologies offers a cybersecurity solution called CyberVigilance to help small and medium businesses protect themselves from cyber attacks. The solution recommends strengthening security measures like firewalls and encryption, implementing tools to monitor network activity for irregularities, educating employees on data protection, understanding where sensitive data resides to identify risks, and developing a cyber attack response plan. Recent statistics show that over half of SMBs fail after a cyber attack, and that SMBs are increasingly being targeted due to weaker security compared to large corporations.
The document provides an overview of library resources and services available to faculty at the NYU Shanghai Library. It lists 8 things for faculty to remember, including course reserves, library instruction sessions, consultations, the library's print and online collections, purchase recommendations, delivery services, research tools support, and global connections through the NYU library system. Contact information is provided for questions.
Donna J. Nathan has over 15 years of experience in office and administrative roles, including customer service, contracts administration, accounts receivable, and administrative assistance. She is proficient in Microsoft Office, JDE, Siebel, and other systems. Her most recent role was as a Customer Service Specialist for Healthcare.gov, where she assisted consumers with applications, plan comparisons, enrollments, changes, and terminations. She aims to obtain an office position utilizing her diverse background and interests.
Bypassing cisco’s sourcefire amp endpoint solution – full demoRajivarnan R
The document demonstrates how Cisco's Sourcefire AMP endpoint protection solution can be easily bypassed through a buffer overflow and in-memory post exploitation activities, while these activities were detected by RSA NetWitness for Endpoints. The test used a Windows 10 machine with active defenses like MS Defender and Firewall as well as Cisco AMP and RSA NWE installed. The attacker was able to run a remote buffer overflow exploit, keylogger, network scans, and commands in an interactive shell without alerts from Cisco AMP or MS Defender but was detected by RSA NWE.
The document discusses the World Surf League's strategy to grow their digital media presence and fan engagement over a 12 month period. It begins by providing social media metrics for the WSL and compares them to other action sports leagues. It then outlines the WSL's strengths, weaknesses, opportunities and threats. The proposed timeline focuses on expanding the WSL's digital platforms through a mobile app, online store, video game, live streaming and partnerships with media companies. The goal is to bring surfing to new audiences and generate more sponsorship opportunities.
This document is a collection of photo credits from various photographers posted to Haiku Deck. It features 10 photos with credits attributed to photographers including SalFalko, Pandiyan, CarbonNYC, *vlad*, Presidio of Monterey: DLIFLC & USAG, Wonderlane, N@ncyN@nce, @Doug88888, flazingo_photos, and opensourceway. The document encourages the reader to get started creating their own Haiku Deck presentation on SlideShare.
It help desk support performance appraisalluisshahara11
This document provides information and resources for performance evaluations of IT help desk support staff, including:
1. Sample performance evaluation forms with rating scales and categories like job knowledge, communication, and customer service.
2. Phrases to use in evaluations for both positive and negative feedback on attributes like attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident reviews, and 360-degree feedback. Sample scales, advantages and disadvantages are discussed for various methods.
Relief support worker performance appraisalaydenblair203
This document provides information and materials for performing a relief support worker's performance appraisal, including:
1. A sample performance appraisal form with sections to rate job performance factors, note strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Production support manager performance appraisalhayileyeliot
Production support manager job description, Production support manager goals & objectives, Production support manager KPIs & KRAs, Production support manager self appraisal
Sales and marketing support performance appraisalhayileyeliot
Sales and marketing support job description, Sales and marketing support goals & objectives, Sales and marketing support KPIs & KRAs, Sales and marketing support self appraisal
Business support coordinator performance appraisalaydenblair203
Business support coordinator job description, Business support coordinator goals & objectives, Business support coordinator KPIs & KRAs, Business support coordinator self appraisal
Survey party chief performance appraisalivanopkeen
This document provides information and resources for evaluating the performance of a survey party chief, including:
1. A sample job performance evaluation form for a survey party chief with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of performance review phrases focused on attributes like attitude, creativity, decision-making, interpersonal skills, and problem solving that could be used in a survey party chief's evaluation.
3. An overview of the top 12 methods for performing a survey party chief's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of an IT sales representative. It includes:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for an IT sales representative's attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for performing an IT sales representative's performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
Floating support worker performance appraisalluisshahara11
This document provides information and materials for evaluating the performance of a floating support worker. It includes:
1. A sample performance evaluation form with sections for reviewing job performance based on key criteria, identifying employee strengths and areas for improvement, and obtaining 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, and 360 degree feedback.
This document contains materials for evaluating the performance of a floating support worker, including:
1) A job performance evaluation form with ratings and factors to evaluate like administration, communication, teamwork, and customer service.
2) Examples of performance review phrases for evaluating attitudes, creativity, and decision-making.
3) The evaluation form provides space to document employee strengths, areas for improvement, and goals.
This document provides information and materials for evaluating the performance of a promotional representative. It includes a sample performance evaluation form with sections to rate an employee on various performance factors using scales, comment on strengths and areas for improvement, set goals, and obtain signatures. It also gives examples of phrases to use in evaluating different aspects of performance such as attitude, creativity, decision-making, interpersonal skills, and teamwork. Finally, it outlines the top 12 methods for performance appraisal that can be used, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Systems support analyst performance appraisalaydenblair203
Systems support analyst job description, Systems support analyst goals & objectives, Systems support analyst KPIs & KRAs, Systems support analyst self appraisal
This document provides information and resources for evaluating the performance of a support clerk, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a support clerk's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for support clerk performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Program support specialist performance appraisalaydenblair203
Program support specialist job description, Program support specialist goals & objectives, Program support specialist KPIs & KRAs, Program support specialist self appraisal
This document provides information on performance appraisal methods for evaluating PC support employees. It discusses 12 different methods: 1) Management by Objectives, 2) Critical Incident Method, 3) Behaviorally Anchored Rating Scales, 4) Behavioral Observation Scales, 5) 360 Degree Feedback, 6) Checklist and Weighted Checklist Method, and others. For each method, it provides a brief overview and discusses their advantages and disadvantages. The document aims to inform managers on different approaches that can be used to effectively evaluate PC support employee performance.
This document provides information on performance appraisal methods for evaluating computer support employees. It discusses 12 different methods: 1) Management by Objectives, 2) Critical Incident Method, 3) Behaviorally Anchored Rating Scales, 4) Behavioral Observation Scales, 5) 360 Degree Feedback, 6) Checklist and Weighted Checklist Method, and others. For each method, it provides a brief overview and discusses their advantages and disadvantages. The goal is to help managers select the most appropriate performance evaluation approach for their computer support team.
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1. Pre sales support performance appraisal
Job Performance Evaluation Form
Page 1
2. Useful performance appraisal materials for pre sales support:
• 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
• Pre sales support job description
• Pre sales support goals & objectives
• Pre sales support KPIs & KRAs
• Pre sales support self appraisal
Job Performance Evaluation Form
Page 2
3. I. Pre sales support performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
• Use a current job description (job descriptions are available on the HR web page).
• Rate the person's level of performance, using the definitions below.
• Review with employee each performance factor used to evaluate his/her work performance.
• Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS (use job description as basis of this evaluation).
Outstanding
Job Performance Evaluation Form
Page 3
4. Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Outstanding
Job Performance Evaluation Form
Page 4
5. Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Job Performance Evaluation Form
Page 5
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:
Job Performance Evaluation Form
Page 6
7. E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that the employee was
given the opportunity to discuss the official review with the supervisor.)
Evaluated by Date
Reviewed by Date
Job Performance Evaluation Form
Page 7
8. II. Pre sales support performance phrases
1.Attitude Performance Review Examples – pre sales support
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 pre sales support
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.
Job Performance Evaluation Form
Page 8
9. • Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
Negative review
• Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
• Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
• Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – pre sales support
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance Review Phrases – pre sales support
Positive review
Job Performance Evaluation Form
Page 9
10. • Ben has a natural rapport with people and does very well at communicating with others.
• Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
• Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
• Tim does not understand how crucial good working relationships with fellow team
members are.
• John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
• Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – pre sales support
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.
Job Performance Evaluation Form
Page 10
11. 6.Teamwork Skills Performance Appraisal Phrases – pre sales support
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.
Job Performance Evaluation Form
Page 11
12. III.Top 12 methods for pre sales support 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”.
Job Performance Evaluation Form
Page 12
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)
Job Performance Evaluation Form
Page 13
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.
-----------------------------
Job Performance Evaluation Form
Page 14
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
Job Performance Evaluation Form
Page 15
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
Job Performance Evaluation Form
Page 16
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.
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11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
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Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write
the essay hurriedly without properly assessing the actual performance of the worker. On the
other hand, appraiser takes a long time, this becomes uneconomical from the view point of the
firm, because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
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18. Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…
Job Performance Evaluation Form
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