This document provides resources and templates for conducting a performance evaluation of a revenue cycle manager. It includes a multi-page evaluation form with sections to rate the employee's performance in key areas like administration, communication, decision-making, and customer service using ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. The form also includes sections to document the employee's strengths, areas for improvement, and a performance review plan. Additional documents referenced include a revenue cycle manager job description, goals and objectives, and performance review phrases.
The document discusses an ERP marketing module presentation. It begins with an introduction to ERP systems and what they are used for. It then focuses on the marketing module, explaining that it allows organizations to maximize marketing efficiencies and empower marketers. The marketing module supports critical processes like marketing resource management, campaign management, surveys, lead management, and analytics. It provides examples of how each of these processes works and the benefits they provide for marketing functions.
The document describes the process message and process message categories used in the PI-PCS interface between SAP PP-PI and external control systems. It defines the characteristics contained in predefined process message categories used to integrate process data into SAP logistics components like production planning and materials management. Process messages consist of process message characteristics that provide information on process order status, material consumption/production, resource status, and process events. The interface enables bidirectional transfer of process messages and general characteristic data between SAP and external control systems.
The document provides an overview of organizational structures in SAP R/3 Materials Management (MM) module. It discusses key MM concepts like clients, company codes, plants, purchasing organizations, and storage locations. It also describes how these organizational units are arranged hierarchically and how they determine tasks and responsibilities in the SAP system. The document explains how basic master data like vendors and materials form the foundation for key MM processes like purchasing, goods receipt, and inventory management.
This document discusses conceptual data modeling and Entity-Relationship diagrams. It defines key terms like entities, attributes, relationships and cardinality. It explains how to represent these concepts in ER diagrams and discusses best practices for naming relationships and defining domains. The goals of conceptual data modeling are to accurately represent organizational data and rules through diagrams and establish consistency between the data, process and logic models.
The document discusses database design and relational database management systems. It covers key concepts like normalization, primary keys, foreign keys, and relationships between tables. Normalization is the process of organizing data to eliminate redundancy and ensure data is stored correctly. There are five normal forms with third normal form being sufficient for most applications. Tables are related through primary and foreign keys and different types of relationships can exist between tables like one-to-one, one-to-many, and many-to-many.
1. SAP was founded in 1972 by five former IBM employees in Germany to develop standardized enterprise software that integrated all business processes.
2. SAP released its first software, R/1, a financial accounting system, followed by R/2 in the late 1970s. R/3 was launched in 1992 as a client-server version.
3. SAP has continued evolving its software and released new versions like mySAP ERP in 2003 to address changes in marketing and industry.
If you are an Accounting professional looking for a career change, please look no further. We are going to recommend the best alternative career to leverage on your Accounting knowledge and start earning more than what you have been earning now in your profession.
The document discusses an ERP marketing module presentation. It begins with an introduction to ERP systems and what they are used for. It then focuses on the marketing module, explaining that it allows organizations to maximize marketing efficiencies and empower marketers. The marketing module supports critical processes like marketing resource management, campaign management, surveys, lead management, and analytics. It provides examples of how each of these processes works and the benefits they provide for marketing functions.
The document describes the process message and process message categories used in the PI-PCS interface between SAP PP-PI and external control systems. It defines the characteristics contained in predefined process message categories used to integrate process data into SAP logistics components like production planning and materials management. Process messages consist of process message characteristics that provide information on process order status, material consumption/production, resource status, and process events. The interface enables bidirectional transfer of process messages and general characteristic data between SAP and external control systems.
The document provides an overview of organizational structures in SAP R/3 Materials Management (MM) module. It discusses key MM concepts like clients, company codes, plants, purchasing organizations, and storage locations. It also describes how these organizational units are arranged hierarchically and how they determine tasks and responsibilities in the SAP system. The document explains how basic master data like vendors and materials form the foundation for key MM processes like purchasing, goods receipt, and inventory management.
This document discusses conceptual data modeling and Entity-Relationship diagrams. It defines key terms like entities, attributes, relationships and cardinality. It explains how to represent these concepts in ER diagrams and discusses best practices for naming relationships and defining domains. The goals of conceptual data modeling are to accurately represent organizational data and rules through diagrams and establish consistency between the data, process and logic models.
The document discusses database design and relational database management systems. It covers key concepts like normalization, primary keys, foreign keys, and relationships between tables. Normalization is the process of organizing data to eliminate redundancy and ensure data is stored correctly. There are five normal forms with third normal form being sufficient for most applications. Tables are related through primary and foreign keys and different types of relationships can exist between tables like one-to-one, one-to-many, and many-to-many.
1. SAP was founded in 1972 by five former IBM employees in Germany to develop standardized enterprise software that integrated all business processes.
2. SAP released its first software, R/1, a financial accounting system, followed by R/2 in the late 1970s. R/3 was launched in 1992 as a client-server version.
3. SAP has continued evolving its software and released new versions like mySAP ERP in 2003 to address changes in marketing and industry.
If you are an Accounting professional looking for a career change, please look no further. We are going to recommend the best alternative career to leverage on your Accounting knowledge and start earning more than what you have been earning now in your profession.
The document provides an overview of the history and evolution of enterprise resource planning (ERP) systems and SAP software. It discusses:
1) ERP systems evolved from inventory management and materials requirements planning systems used in manufacturing to integrate enterprise-wide processes across functions and locations.
2) SAP was founded in 1972 and released its first ERP software R/2 in 1979, with subsequent releases integrating more functions and capabilities.
3) Modern ERP systems provide real-time data processing, integration across various business modules, and flexibility to support different business types and industries.
The document discusses the human resources module in ERP systems. The HR module streamlines human resources management by maintaining an employee database that includes contact details, salary, attendance, performance reviews, and promotions. It is integrated with knowledge management to utilize employee expertise. The key subsystems are personnel management, organizational management, payroll accounting, time management, and personnel development. The advantages include enhanced processes, productivity, costs savings, and security, while disadvantages are expenses, customization limitations, and compatibility issues.
In this ppt you find what is ERP?
1. What is ERP?
2. Why we need ERP?
3. Traditional Business Process.
4. Morden Business Process.
5. Major problem without ERP.
6. Advantages of ERP.
7. Types of ERP.
8. Which TYPE ERP best FOR organization?
9. Introduction of SAP ERP in short.
500+ SAP ABAP INTERVIEW QUESTIONS WITH ANSWERSIICT Chromepet
Most Important SAP ABAP Interview Questions along with answers are Shared. These questions are useful to clear any kinds of interview. Especially for freshers its mostly useful. Dont forget to read these question and answers in SAP ABAP Module.
For training requirement please visit:
https://iicttechnologies.com/
(Or)
http://www.traininginchennai.co.in/
(Or)
https://traininginchrompet.com/
Master data in SAP contains records that remain in the database over an extended period of time, such as material, vendor, and customer records. Material master data integrates information from different departments and contains details like material numbers, descriptions, purchasing data, and accounting information. Service master records describe services that may need to be procured and contain details like the service number, category, description, and valuation class. Master data is organized according to organizational hierarchies like clients, plants, and storage locations to prevent redundant storage and allow easy management of information.
SAP is an enterprise resource planning (ERP) software that helps companies manage their resources effectively. The implementation of SAP involves 5 phases - project preparation, business blueprint, realization, final preparation, and go-live and support. In the project preparation phase, the project team is identified, deliverables are defined, and infrastructure requirements are assessed. The business blueprint phase involves understanding business processes, documenting requirements, and getting sign-off. The realization phase includes customization, development, and configuration. Testing and training occur in final preparation. Go-live and support provides post-implementation support. SAP is considered one of the most efficient ERP software solutions.
The document discusses normalization in database design. Normalization is the process of organizing data to avoid redundancy and dependency. It involves splitting tables and restructuring relationships between tables. The document outlines various normal forms including 1NF, 2NF, 3NF, BCNF, 4NF and 5NF and provides examples to illustrate how to normalize tables to conform to each form.
The document outlines the agenda for Day 5 of an SAP FI bootcamp, which includes reviewing integration between FI and other SAP modules like MM, SD, and CO. It provides details on how purchasing and sales transactions are processed in MM and SD respectively, and how the accounting entries are automatically posted to FI during goods movement, invoice verification, billing, and payment. It also explains how cost and revenue data flows from FI to Controlling (CO) for internal reporting.
The SAP Financial Accounting (FI) module provides integrated, real-time functionality for processing financial transactions. It consists of several sub-modules including General Ledger, Accounts Receivable, Accounts Payable, and Fixed Assets. These sub-modules are integrated with other SAP modules like Sales and Distribution, Materials Management, and Treasury. Integration provides benefits like timely access to information, flexibility, elimination of duplicate entries, and increased visibility across the business.
Sameers Sales & Distribution Power Point Presentationsameerbarde74
The document provides an overview of Sales and Distribution (SD) in SAP. SD handles the business processes used in selling, shipping, and billing products and services. It is tightly integrated with other SAP modules like Materials Management (MM) and Financial Accounting (FI). SD provides flexible functionality through configuration to support processes like sales, delivery, billing, and analytics. Master data and specialized functions support tasks from sales prospects to transportation management.
SAP ABAP Latest Interview Questions with Answers by Garuda TrainingsGaruda Trainings
SAP ABAP Latest Interview Questions with Answers by Garuda Trainings
We, Garuda Trainings are provide SAP ABAP Online Training over globe.
For More:
http://garudatrainings.com/
Mail: garudatrainings@gmail.com
Phone: +1(508)841-6144
The document discusses the foundations of business intelligence and databases. It describes the problems with traditional file-based data management approaches, such as data redundancy and inconsistency. It then introduces database management systems as a solution, which centralize data into a single repository and use tools like SQL to efficiently store, organize and access the data. The key benefits of databases over file-based systems are also summarized.
The document contains 14 questions related to SAP ABAP development topics including: client numbers used for projects, reducing report execution time, handling error records from background jobs, deciding between method calls and sessions for BDC programs, differences between reports and scripts, differences between scripts and smart forms, what enhancements are, what user-exits are, what BADIs are, differences between user-exits and BADIs, differences between user-exits and customer-exits, obtaining functional specifications, writing technical specifications, and writing unit test plans.
The document discusses the basics of relational databases. It defines what a database is, the advantages it provides over file-based data storage, and some disadvantages. It also covers relational database concepts like tables, records, fields, keys, and normalization. The document explains how to design a relational database by determining the purpose and entities, modeling relationships with E-R diagrams, and following steps to normalize the data.
SAP Production Planning and Execution presentationAnkur Aggarwal
SAP PP (Production Planning) encompass all activities like Material Requirement Planning (MRP), Bills of Material (BOM), Routings, Automatic material requisitions based on MRP, capacity planning. Production Planning module is fully integrated with other SAP Modules
Modern database management jeffrey a. hoffer, mary b. prescott, BlackIce86
The document summarizes a grading system for a course with the following key points:
- The course grade is made up of exams (40%), a project (15%), and lab exercises (25%)
- Exams include 4 chapter exams worth 10-15% each and a SQL exam worth 10%
- The project is worth 15% and lab exercises are worth 25% of the final grade
This presentation covers the basic modules of Financial accouting of SAP FICO module.This is for presentation purpose and doesn't serve as a full fledged presentation on SAP FI
The document advertises SAP video courses and study materials for SAP S/4HANA Finance 1909 and SAP S/4HANA Sales 1909 certifications. It provides pricing and contact information for individual video courses ($50 each), collections of courses and materials ($99-350), and exam dumps ($100). The majority of the document then lists over 80 specific SAP video courses available.
SAP is a software company founded in 1972 in Germany. It stands for System Application and Products in Data Processing. SAP created the first ERP system and remains a leading ERP provider today along with Oracle. Key components of SAP's ERP system include modules for production planning, sales and distribution, finance, human resources and more.
Retail store supervisor performance appraisalAndrewCole012
This document provides information on performance evaluation methods for retail store supervisors. It discusses 12 common methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview of how the method works and some key aspects like advantages and disadvantages. The document aims to inform retail store supervisors and their managers about different approaches that can be used to evaluate job performance.
This document provides information and resources for evaluating the job performance of a regional property manager, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Descriptions 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.
The document provides an overview of the history and evolution of enterprise resource planning (ERP) systems and SAP software. It discusses:
1) ERP systems evolved from inventory management and materials requirements planning systems used in manufacturing to integrate enterprise-wide processes across functions and locations.
2) SAP was founded in 1972 and released its first ERP software R/2 in 1979, with subsequent releases integrating more functions and capabilities.
3) Modern ERP systems provide real-time data processing, integration across various business modules, and flexibility to support different business types and industries.
The document discusses the human resources module in ERP systems. The HR module streamlines human resources management by maintaining an employee database that includes contact details, salary, attendance, performance reviews, and promotions. It is integrated with knowledge management to utilize employee expertise. The key subsystems are personnel management, organizational management, payroll accounting, time management, and personnel development. The advantages include enhanced processes, productivity, costs savings, and security, while disadvantages are expenses, customization limitations, and compatibility issues.
In this ppt you find what is ERP?
1. What is ERP?
2. Why we need ERP?
3. Traditional Business Process.
4. Morden Business Process.
5. Major problem without ERP.
6. Advantages of ERP.
7. Types of ERP.
8. Which TYPE ERP best FOR organization?
9. Introduction of SAP ERP in short.
500+ SAP ABAP INTERVIEW QUESTIONS WITH ANSWERSIICT Chromepet
Most Important SAP ABAP Interview Questions along with answers are Shared. These questions are useful to clear any kinds of interview. Especially for freshers its mostly useful. Dont forget to read these question and answers in SAP ABAP Module.
For training requirement please visit:
https://iicttechnologies.com/
(Or)
http://www.traininginchennai.co.in/
(Or)
https://traininginchrompet.com/
Master data in SAP contains records that remain in the database over an extended period of time, such as material, vendor, and customer records. Material master data integrates information from different departments and contains details like material numbers, descriptions, purchasing data, and accounting information. Service master records describe services that may need to be procured and contain details like the service number, category, description, and valuation class. Master data is organized according to organizational hierarchies like clients, plants, and storage locations to prevent redundant storage and allow easy management of information.
SAP is an enterprise resource planning (ERP) software that helps companies manage their resources effectively. The implementation of SAP involves 5 phases - project preparation, business blueprint, realization, final preparation, and go-live and support. In the project preparation phase, the project team is identified, deliverables are defined, and infrastructure requirements are assessed. The business blueprint phase involves understanding business processes, documenting requirements, and getting sign-off. The realization phase includes customization, development, and configuration. Testing and training occur in final preparation. Go-live and support provides post-implementation support. SAP is considered one of the most efficient ERP software solutions.
The document discusses normalization in database design. Normalization is the process of organizing data to avoid redundancy and dependency. It involves splitting tables and restructuring relationships between tables. The document outlines various normal forms including 1NF, 2NF, 3NF, BCNF, 4NF and 5NF and provides examples to illustrate how to normalize tables to conform to each form.
The document outlines the agenda for Day 5 of an SAP FI bootcamp, which includes reviewing integration between FI and other SAP modules like MM, SD, and CO. It provides details on how purchasing and sales transactions are processed in MM and SD respectively, and how the accounting entries are automatically posted to FI during goods movement, invoice verification, billing, and payment. It also explains how cost and revenue data flows from FI to Controlling (CO) for internal reporting.
The SAP Financial Accounting (FI) module provides integrated, real-time functionality for processing financial transactions. It consists of several sub-modules including General Ledger, Accounts Receivable, Accounts Payable, and Fixed Assets. These sub-modules are integrated with other SAP modules like Sales and Distribution, Materials Management, and Treasury. Integration provides benefits like timely access to information, flexibility, elimination of duplicate entries, and increased visibility across the business.
Sameers Sales & Distribution Power Point Presentationsameerbarde74
The document provides an overview of Sales and Distribution (SD) in SAP. SD handles the business processes used in selling, shipping, and billing products and services. It is tightly integrated with other SAP modules like Materials Management (MM) and Financial Accounting (FI). SD provides flexible functionality through configuration to support processes like sales, delivery, billing, and analytics. Master data and specialized functions support tasks from sales prospects to transportation management.
SAP ABAP Latest Interview Questions with Answers by Garuda TrainingsGaruda Trainings
SAP ABAP Latest Interview Questions with Answers by Garuda Trainings
We, Garuda Trainings are provide SAP ABAP Online Training over globe.
For More:
http://garudatrainings.com/
Mail: garudatrainings@gmail.com
Phone: +1(508)841-6144
The document discusses the foundations of business intelligence and databases. It describes the problems with traditional file-based data management approaches, such as data redundancy and inconsistency. It then introduces database management systems as a solution, which centralize data into a single repository and use tools like SQL to efficiently store, organize and access the data. The key benefits of databases over file-based systems are also summarized.
The document contains 14 questions related to SAP ABAP development topics including: client numbers used for projects, reducing report execution time, handling error records from background jobs, deciding between method calls and sessions for BDC programs, differences between reports and scripts, differences between scripts and smart forms, what enhancements are, what user-exits are, what BADIs are, differences between user-exits and BADIs, differences between user-exits and customer-exits, obtaining functional specifications, writing technical specifications, and writing unit test plans.
The document discusses the basics of relational databases. It defines what a database is, the advantages it provides over file-based data storage, and some disadvantages. It also covers relational database concepts like tables, records, fields, keys, and normalization. The document explains how to design a relational database by determining the purpose and entities, modeling relationships with E-R diagrams, and following steps to normalize the data.
SAP Production Planning and Execution presentationAnkur Aggarwal
SAP PP (Production Planning) encompass all activities like Material Requirement Planning (MRP), Bills of Material (BOM), Routings, Automatic material requisitions based on MRP, capacity planning. Production Planning module is fully integrated with other SAP Modules
Modern database management jeffrey a. hoffer, mary b. prescott, BlackIce86
The document summarizes a grading system for a course with the following key points:
- The course grade is made up of exams (40%), a project (15%), and lab exercises (25%)
- Exams include 4 chapter exams worth 10-15% each and a SQL exam worth 10%
- The project is worth 15% and lab exercises are worth 25% of the final grade
This presentation covers the basic modules of Financial accouting of SAP FICO module.This is for presentation purpose and doesn't serve as a full fledged presentation on SAP FI
The document advertises SAP video courses and study materials for SAP S/4HANA Finance 1909 and SAP S/4HANA Sales 1909 certifications. It provides pricing and contact information for individual video courses ($50 each), collections of courses and materials ($99-350), and exam dumps ($100). The majority of the document then lists over 80 specific SAP video courses available.
SAP is a software company founded in 1972 in Germany. It stands for System Application and Products in Data Processing. SAP created the first ERP system and remains a leading ERP provider today along with Oracle. Key components of SAP's ERP system include modules for production planning, sales and distribution, finance, human resources and more.
Retail store supervisor performance appraisalAndrewCole012
This document provides information on performance evaluation methods for retail store supervisors. It discusses 12 common methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview of how the method works and some key aspects like advantages and disadvantages. The document aims to inform retail store supervisors and their managers about different approaches that can be used to evaluate job performance.
This document provides information and resources for evaluating the job performance of a regional property manager, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Descriptions 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 materials for evaluating the job performance of a residential assistant, including:
- Six links to free eBooks and resources on performance appraisal phrases, forms, methods, and tips for writing self-appraisals.
- Sections for a residential assistant's job description, goals/objectives, key performance indicators, and self-appraisal.
- A seven-page job performance evaluation form addressing factors like administration, communication, teamwork, decision-making, customer service, and areas for improvement.
- A section with example performance review phrases for a residential assistant's attitude, creativity, and decision-making.
El resumen describe la historia de dos niños, Polly y Digory, que descubren un desván mágico que los transporta a diferentes mundos, incluido el mundo de Charn y el bosque entre los mundos. En Charn despiertan a una bruja malvada llamada Jadis, quien los sigue de regreso a Londres. Jadis causa el caos hasta que los niños y otros la llevan a un nuevo mundo que se está formando, Narnia. Allí conocen a Aslan, quien convierte a Jadis en piedra, nomb
This document provides materials and templates for evaluating the job performance of a dogcare manager, including:
- Links to free ebooks and resources on performance appraisal methods, phrases for evaluations, and key performance indicators.
- A multi-page evaluation form for rating a dogcare manager's performance, strengths/accomplishments, areas for improvement, and developing a performance improvement plan.
- Example phrases for evaluating a dogcare manager's attitude, creativity/innovation, and decision-making skills.
This document provides information and resources for conducting a road manager's performance evaluation, including evaluation forms, performance appraisal methods, and performance review phrases. The forms include sections to rate performance factors and overall performance, identify employee strengths and areas for improvement, set a performance improvement plan, and obtain signatures. The document also summarizes the top 12 performance appraisal methods for evaluating a road manager, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. Sample positive and negative performance review phrases are provided for various factors like attitude, decision-making, problem-solving, and teamwork.
Research and development engineer performance appraisalAndrewCole012
This document provides resources and templates for evaluating the job performance of a research and development engineer, including:
- Links to free ebooks and forms for performance appraisals, including phrases, methods, tips for writing self-appraisals, and examples of key performance indicators (KPIs).
- A sample performance evaluation form for a research and development engineer with sections to rate performance factors like skills, communication, problem-solving, and areas for improvement, along with signature lines for the employee and evaluator.
- Examples of performance review phrases for areas like attitude, creativity, decision-making, and suggestions for positive and negative evaluations.
Los niños Polly y Digory descubren un desván mágico en la casa del tío de Digory que contiene anillos dorados y verdes que permiten viajar entre mundos. Al usar los anillos, los niños llegan accidentalmente a un mundo en ruinas llamado Charn donde despiertan a la malvada reina Jadis. Ella los sigue de vuelta a Londres pero es derrotada, creando así el primer mundo de Narnia. Aslan nombra a los primeros reyes de Narnia y Digory le pide una manzana
Global warming is caused by increased carbon dioxide and other greenhouse gases trapping heat in the atmosphere. This is melting polar ice caps and glaciers, causing sea levels to rise and threaten coastal areas. As the planet warms, species are facing habitat loss and population declines. Coral reef bleaching has increased due to rising ocean temperatures, destroying major reef systems. Urgent action is needed to reduce fossil fuel usage and slow the effects of climate change.
Coffee is a remedy for those who are sleepy in the morning as it contains caffeine. There are over 80 varieties of coffee cultivated for industrial purposes, with Arabica, Robusta, Liberia, and Maragogype being the most common. Coffee originated in Ethiopia and was brought to other regions like Italy, Egypt, and Yemen. It is now consumed worldwide and is an important commodity for both producers and consumers. Caffeine provides stimulant effects and positively impacts metabolism by increasing adrenaline levels and muscle function.
This document provides information on performance evaluation methods for retail specialists. It discusses 12 common methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist. For each method, it provides a definition and overview, as well as examples of advantages and disadvantages. The goal is to help choose effective approaches for evaluating retail specialist performance based on goals, behaviors, incidents, and feedback from others.
Global warming is caused by increased carbon dioxide and other greenhouse gases trapping heat in the atmosphere. This is melting polar ice caps and glaciers, causing sea levels to rise and coastal areas to flood. As temperatures increase, some regions are experiencing more extreme weather like droughts, fires, downpours and flooding. Animal populations are also declining as their habitats change and coral reef bleaching has increased in recent decades. Reducing fossil fuel usage would help limit global warming impacts.
The document discusses trends in the food and drink industry. It notes that consumers have more choices than ever before but that the future of food is controversial. It also discusses how food production must adapt to feed a growing global population. Additionally, it examines how technology, health concerns, and social media are transforming relationships with food and driving new trends.
This document provides brief biographies of 15 young entrepreneurs who have achieved great wealth and success at a young age by founding successful technology companies. It describes each person's background, company, role, and estimated net worth. The entrepreneurs founded companies such as Facebook, Groupon, WordPress, Foursquare, DeviantArt, and others. Their estimated net worths range from $50 million to $6.9 billion.
This document discusses tropical rainforests and the benefits of protecting them. It notes that tropical rainforests contain the majority of the world's biodiversity but over half of all species have been lost since 1970. Protecting tropical rainforests can help address the two major environmental crises of extinctions and carbon emissions. Investing in projects that preserve tropical rainforests is one of the most impactful things that can be done globally to slow extinctions and reduce CO2 levels.
Value stream manager performance appraisalParkLinh999
This document provides information and resources for conducting a performance evaluation of a value stream manager, including:
- Links to free eBooks and forms for performance appraisals from performanceappraisal360.com.
- A sample job performance evaluation form with sections for planning and results, performance factors rating, employee strengths, areas for improvement, signature sections, and performance review phrases.
- An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback.
It delivery manager performance appraisalGarySpeed999
This document provides materials and templates for evaluating the job performance of an IT delivery manager, including:
- Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators (KPIs).
- A sample job performance evaluation form for an IT delivery manager with sections to rate their performance in areas like administration, communication, decision-making, and customer service. Space is provided to document strengths, areas for improvement, and a performance review.
- Examples of positive and negative performance review phrases for an IT delivery manager's attitude, creativity, decision-making, and other skills.
The document aims to help managers objectively evaluate an IT delivery manager's job performance
This document provides materials and templates for conducting a job performance evaluation for a key account director, including:
- Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators (KPIs).
- A sample 8-page job performance evaluation form covering a key account director's performance factors, strengths, areas for improvement, signature sections, and a list of example performance review phrases.
- The form and materials are intended to help managers formally evaluate a key account director's performance and set goals/objectives for improved performance.
This document provides information and resources for evaluating the performance of an IT services manager, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A sample job performance evaluation form for an IT services manager with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating an IT services manager's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
4. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360
This document provides a job performance evaluation form for evaluating the performance of an operational manager. It includes sections for reviewing performance factors, identifying employee strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures to finalize the evaluation. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also provides examples of positive and negative performance review phrases to describe an employee's attitude, creativity/innovation, and decision making skills.
This document provides resources and templates for conducting a job performance evaluation for a non-profit director, including:
- Links to free eBooks and forms on performance appraisal phrases, methods, and key performance indicators from the site performanceappraisal360.com.
- Sections for the performance evaluation form covering planning and results, rating performance factors, employee strengths and areas for improvement, and signatures.
- Examples of performance review phrases for evaluating a non-profit director's attitude, creativity/innovation, and decision-making.
Operations support manager performance appraisalNickyButt012
This document provides information and resources for evaluating the performance of an operations support manager, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form with sections for planning and results, performance factors, strengths, areas for improvement, signatures, and performance review phrases.
3. A description of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback.
It assistant manager performance appraisalGarySpeed999
This document provides information and resources for evaluating the performance of an IT assistant manager, including:
- Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
- A job performance evaluation form with sections for planning and results, performance factors rating, employee strengths, areas for improvement, and signatures.
- Examples of performance review phrases for an IT assistant manager's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the performance of a financial planning manager, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form spanning 8 pages with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Descriptions of the top 12 methods for financial planning manager performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides a job performance evaluation form for evaluating the performance of a chief business officer. It includes sections for reviewing performance factors, identifying employee strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures from the employee and evaluators. Guidelines are provided for rating performance on a scale from "Outstanding" to "Unsatisfactory". Sample review phrases are also given relating to attitudes, creativity/innovation, and decision making that could be used in the evaluation.
This document provides information and resources for evaluating the performance of a chief business officer, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating various skills and attributes of a chief business officer such as attitude, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for conducting performance appraisals, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback
Senior it manager performance appraisalMartinRay456
This document provides information and resources for evaluating the performance of a senior IT manager, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A job performance evaluation form with sections for planning and results, performance factors, strengths, areas for improvement, signatures, and performance review phrases.
3. A description of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides resources and templates for evaluating a deputy stage manager's job performance, including:
- Links to free ebooks and forms for performance appraisals on a website.
- A job performance evaluation form for a deputy stage manager with sections to rate their performance in areas like administration, communication, teamwork, and decision making. It includes space for comments on strengths, areas for improvement, and a review of their job description.
- Examples of performance review phrases to use in evaluating a deputy stage manager's attitude, creativity, decision making, and other skills.
This document provides resources and templates for evaluating a deputy stage manager's job performance, including:
- Links to free ebooks and forms for performance appraisals on a website.
- A job performance evaluation form for a deputy stage manager with sections to rate their performance in areas like administration, communication, decision-making, and safety. It includes space for strengths, areas for improvement, and signatures.
- Examples of performance review phrases to use in evaluating a deputy stage manager's attitude, creativity, and decision-making skills.
Business analyst manager performance appraisalPaulScholes012
This document provides information on various methods for evaluating the performance of a business analyst manager. It discusses 12 different methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree performance appraisal. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The goal is to help choose an appropriate performance evaluation approach for a business analyst manager.
This document provides materials and templates for conducting a job performance evaluation of a commercial finance manager. It includes:
- Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators (KPIs).
- Sections for the evaluation form covering the manager's performance in areas like administration, communication, decision-making, expense management, and customer service. Ratings are on a scale from "Outstanding" to "Unsatisfactory".
- Space for noting the manager's strengths, areas for improvement, and developing a plan of action. The job description is also reviewed as part of the evaluation.
This document provides materials for evaluating the job performance of a commercial finance manager, including:
- Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators (KPIs).
- Sections for a performance evaluation form covering the manager's performance in areas like administration, communication, decision-making, expense management, and customer service. Ratings are on a scale from "Outstanding" to "Unsatisfactory".
- Examples of positive and negative phrases for evaluating the manager's attitude, creativity, and decision-making skills.
The evaluation form allows for commenting on the manager's strengths, areas for improvement, and setting a plan of action. Job descriptions
This document provides a job performance evaluation form for a maintenance director. It includes sections for planning and reviewing performance, rating performance on factors such as administration, communication, and safety. It also includes sections for noting employee strengths and areas for improvement, developing a plan for improved performance, and obtaining signatures. The form draws from a variety of sources on performance appraisals and includes examples of positive and negative phrases for evaluating attitudes, creativity/innovation, and decision making.
This document provides information and resources for evaluating the job performance of a trade finance officer, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form for a trade finance officer with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating a trade finance officer's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork skills.
4. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales,
2. Job Performance Evaluation Form Page 2
I. Revenue cycle manager performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
3. Job Performance Evaluation Form Page 3
Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS(use job description as basis of this evaluation).
Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
4. Job Performance Evaluation Form Page 4
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
5. Job Performance Evaluation Form Page 5
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS:Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
7. Job Performance Evaluation Form Page 7
E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that theemployee was
given theopportunity to discuss theofficial review with thesupervisor.)
Evaluated by Date
Reviewed by Date
8. Job Performance Evaluation Form Page 8
II. Revenue cycle manager performance phrases
1.Attitude Performance Review Examples – revenue cycle manager
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 revenue cycle manager
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 – revenue cycle manager
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 – revenue cycle manager
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 – revenue cycle manager
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 – revenue cycle manager
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 revenue cycle manager performance
appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
13. Job Performance Evaluation Form Page 13
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
14. Job Performance Evaluation Form Page 14
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
15. Job Performance Evaluation Form Page 15
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
16. Job Performance Evaluation Form Page 16
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
17. Job Performance Evaluation Form Page 17
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
18. Job Performance Evaluation Form Page 18
Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…