This document provides information and resources for conducting a performance appraisal for a senior civil engineer. It includes:
1. A sample performance appraisal form with sections for reviewing job performance based on key criteria, identifying strengths and areas for improvement, setting goals, and obtaining signatures.
2. Examples of performance review phrases focused on attributes like attitude, creativity, decision-making, interpersonal skills, and problem-solving.
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.
Ict support technician performance appraisalluisshahara11
This document provides information and materials for evaluating the performance of an ICT support technician. It includes:
1. A job performance evaluation form with rating scales to assess an ICT technician's performance, strengths, areas for improvement, and goals.
2. Examples of performance review phrases for an ICT technician's attitude, creativity, decision making, interpersonal skills, problem solving, and teamwork.
3. An overview of the top 12 methods for performing ICT technician performance appraisals, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback.
Hotel front desk manager performance appraisalDavidJames345
This document provides resources and templates for evaluating the job performance of a hotel front desk manager, 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 job performance evaluation form for a hotel front desk manager with sections to rate their performance on factors like administration, communication, decision-making, customer service, and areas for improvement.
- Examples of positive and negative performance review phrases for a hotel front desk manager that could be used to evaluate their attitude, creativity, decision-making, and other skills.
This document provides information and resources for conducting a performance appraisal for a senior civil engineer. It includes:
1. A sample performance appraisal form with sections for reviewing job performance based on key criteria, identifying strengths and areas for improvement, setting goals, and obtaining signatures.
2. Examples of performance review phrases focused on attributes like attitude, creativity, decision-making, interpersonal skills, and problem-solving.
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.
Ict support technician performance appraisalluisshahara11
This document provides information and materials for evaluating the performance of an ICT support technician. It includes:
1. A job performance evaluation form with rating scales to assess an ICT technician's performance, strengths, areas for improvement, and goals.
2. Examples of performance review phrases for an ICT technician's attitude, creativity, decision making, interpersonal skills, problem solving, and teamwork.
3. An overview of the top 12 methods for performing ICT technician performance appraisals, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback.
Hotel front desk manager performance appraisalDavidJames345
This document provides resources and templates for evaluating the job performance of a hotel front desk manager, 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 job performance evaluation form for a hotel front desk manager with sections to rate their performance on factors like administration, communication, decision-making, customer service, and areas for improvement.
- Examples of positive and negative performance review phrases for a hotel front desk manager that could be used to evaluate their attitude, creativity, decision-making, and other skills.
Hotel front office manager performance appraisalremus853
Hotel front office manager job description,Hotel front office manager goals & objectives,Hotel front office manager KPIs & KRAs,Hotel front office manager self appraisal
Software development manager performance appraisalmartinjack417
Software development manager job description,Software development manager goals & objectives,Software development manager KPIs & KRAs,Software development manager self appraisal
This document contains materials for evaluating the performance of a quality assurance team lead, including:
1) A sample performance evaluation form with ratings definitions and factors like administration, communication, decision-making, and customer service.
2) Examples of strength/improvement statements and a plan of action.
3) A section on performance review phrases divided into attitudes, creativity/innovation, and decision-making. The phrases provide positive and negative examples that could be used in a performance review.
This document provides guidelines for effective performance evaluation techniques, including preparation, conducting meetings, and follow up. Key points include:
- Supervisors should prepare by thinking about the objectives of the discussion, having specific feedback ready, and considering the employee's personality.
- During meetings, supervisors should create a relaxed atmosphere, provide constructive feedback with examples, and have a two-way discussion where the employee can provide input.
- Follow up is important, such as setting goals for improvement, providing supervisor support, and scheduling a follow up meeting.
It system administrator perfomance appraisal 2tonychoper0404
This document contains information related to performance evaluation forms and methods for an IT system administrator. It includes a 4-page sample performance evaluation form with rating scales and categories like administration, knowledge, communication, and customer service. It also lists the top 12 performance appraisal methods for an IT system administrator such as management by objectives, critical incident method, and 360-degree feedback. Key details are provided for each method.
Software development engineer performance appraisalMartinRay456
This document provides information on performance evaluation methods for software development engineers. 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 brief overview and highlights some key advantages and disadvantages. The document aims to outline effective approaches for evaluating a software engineer's performance and areas for improvement.
Assistant store manager performance appraisalimogenramiez
Assistant store manager job description,Assistant store manager goals & objectives,Assistant store manager KPIs & KRAs,Assistant store manager self appraisal
This document discusses key performance indicators (KPIs) for technical lead positions. It provides examples of KPIs, outlines steps for creating KPIs for technical leads, discusses common mistakes to avoid, and emphasizes linking KPIs to strategy and empowering employees. The document recommends visiting kpi123.com for additional KPI samples, performance appraisal forms, review methods and phrases tailored to technical leads.
Hotel front office manager performance appraisalremus853
Hotel front office manager job description,Hotel front office manager goals & objectives,Hotel front office manager KPIs & KRAs,Hotel front office manager self appraisal
Software development manager performance appraisalmartinjack417
Software development manager job description,Software development manager goals & objectives,Software development manager KPIs & KRAs,Software development manager self appraisal
This document contains materials for evaluating the performance of a quality assurance team lead, including:
1) A sample performance evaluation form with ratings definitions and factors like administration, communication, decision-making, and customer service.
2) Examples of strength/improvement statements and a plan of action.
3) A section on performance review phrases divided into attitudes, creativity/innovation, and decision-making. The phrases provide positive and negative examples that could be used in a performance review.
This document provides guidelines for effective performance evaluation techniques, including preparation, conducting meetings, and follow up. Key points include:
- Supervisors should prepare by thinking about the objectives of the discussion, having specific feedback ready, and considering the employee's personality.
- During meetings, supervisors should create a relaxed atmosphere, provide constructive feedback with examples, and have a two-way discussion where the employee can provide input.
- Follow up is important, such as setting goals for improvement, providing supervisor support, and scheduling a follow up meeting.
It system administrator perfomance appraisal 2tonychoper0404
This document contains information related to performance evaluation forms and methods for an IT system administrator. It includes a 4-page sample performance evaluation form with rating scales and categories like administration, knowledge, communication, and customer service. It also lists the top 12 performance appraisal methods for an IT system administrator such as management by objectives, critical incident method, and 360-degree feedback. Key details are provided for each method.
Software development engineer performance appraisalMartinRay456
This document provides information on performance evaluation methods for software development engineers. 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 brief overview and highlights some key advantages and disadvantages. The document aims to outline effective approaches for evaluating a software engineer's performance and areas for improvement.
Assistant store manager performance appraisalimogenramiez
Assistant store manager job description,Assistant store manager goals & objectives,Assistant store manager KPIs & KRAs,Assistant store manager self appraisal
This document discusses key performance indicators (KPIs) for technical lead positions. It provides examples of KPIs, outlines steps for creating KPIs for technical leads, discusses common mistakes to avoid, and emphasizes linking KPIs to strategy and empowering employees. The document recommends visiting kpi123.com for additional KPI samples, performance appraisal forms, review methods and phrases tailored to technical leads.
This document provides information and resources for evaluating the performance of an ETL architect, including:
1. Sample performance evaluation forms for an ETL architect with rating scales and categories like administration, knowledge, communication, etc.
2. Examples of positive and negative phrases to use in a performance review for an ETL architect for areas like attitude, creativity, decision making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods for performing a performance appraisal for an ETL architect, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Setting Some Realistic Enterprise Architecture GoalsPaul Ramsay
The document is a presentation on enterprise architecture given by Paul Ramsay. It discusses key topics such as the benefits of enterprise architecture, challenges of unintegrated systems, selecting an architecture framework, demonstrating results and value, and ensuring long-term viability of the architecture. The presentation provides an overview of enterprise architecture concepts and considerations for organizations.
The document provides examples of objectives and key results (OKRs) for different roles within an engineering organization. It includes OKRs for roles like VP of Engineering, Chief Architect, Software Engineer, Quality Assurance Engineer, and Data Scientist. The OKRs are structured using the "I will ______ as measured by ________" format and focus on goals that can be achieved within a specific timeframe, often by the end of a quarter or sprint, with measurable key results. The document is intended to provide guidance for teams in setting their own OKRs by giving examples of well-structured goals aligned to specific roles.
This document provides information and resources for evaluating the job performance of a laundry manager. It includes a 4-page performance evaluation form template that can be used to rate a laundry manager on various performance factors and behaviors. It also lists several methods that can be used for performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. Sample phrases are given for writing positive or negative performance reviews in areas like attitude, decision-making, teamwork, and problem-solving.
Measuring the performance of business analystsAdriana Beal
The document discusses measuring the performance of business analysts. While traditional views see individual performance measurement as a way to control behavior, some research suggests high performance can be achieved through leadership, environment and encouragement of experimentation without formal measurement. However, the document argues performance measurement is valuable to understand what affects processes and results in order to make improvements. It provides examples of effective measures and discusses how to create meaningful measurement systems focused on learning rather than punishment.
The document discusses different roles that a technical architect can play and which roles are most effective. It argues that technical architects should act as fire marshals who create best practices to prevent issues rather than just firefighters who react to problems. They should curate knowledge and ensure it is documented rather than just answering questions. And they should match technical tasks to employees' skills rather than taking on many tasks themselves. The document also recommends technical architects serve as head coaches who help others grow, storytellers who communicate design visions, and mountain guides who teach others to solve problems independently.
The document discusses a roundtable on Solution Architecture training and CITA-A certification. It provides an overview of the training modules which cover topics like business technology strategy, solution architecture, lifecycles, success metrics, stakeholders, and describing solutions. The training aims to help participants understand the solution architect role and gain skills across software, infrastructure, information, and business domains. It also discusses how solution architects balance conflicting priorities and connect with other architects in an organization.
The document discusses different types of behaviors, including overt vs covert behaviors (behaviors that can or cannot be observed), conscious vs unconscious behaviors (behaviors one is or isn't aware of), voluntary vs involuntary behaviors (behaviors done willfully or automatically), simple vs complex behaviors (behaviors from direct cause-and-effect or subjective mental processing), and rational vs irrational behaviors (behaviors done with or without reason).
D'Laundry Service Enterprise is a laundry service business operated by six shareholders that is opening in January 2014. It will be located in Parit Raja, Batu Pahat, Johor and offer services like normal washing, dry cleaning, and ironing. The business has obtained RM30,000 from member contributions and a RM117,500 loan from MARA to cover investment costs and initial operating expenses. It projects earning RM131,550 in revenue in its first year of 2014.
This document summarizes an employee's annual performance review. It includes sections to rate the employee's performance in various areas like quality of work, communication skills, and safety practices. The supervisor provides an overall performance rating and identifies areas for improvement. The employee and multiple levels of management then sign off on the review.
This document discusses different types of linens used in hotels. It describes linens used for food and beverage areas like tablecloths and napkins as well as housekeeping linens such as bed sheets, towels, and curtains. It also outlines the functions of the linen room, including collecting, sorting, and distributing clean and soiled linens. Proper storage, inventory control, and par stock levels are discussed to efficiently manage hotel linens.
The document provides an executive summary and details of a proposed laundry service called SPINZONE.
The key points are:
1) SPINZONE aims to offer affordable, high-quality dry cleaning and laundry services to individuals and families.
2) The service will focus on cleaning clothes with care and using eco-friendly practices.
3) An analysis of the market opportunity is provided, including a 5C framework and SWOT analysis. Segmentation and targeting strategies are also outlined.
This document discusses the laundry process for hotels and other establishments. It begins by explaining the importance of having clean linen available continuously. It then discusses the advantages and disadvantages of having an on-site laundry versus outsourcing laundry. The main body of the document details the various steps in the laundry process, including collection, sorting, weighing, washing, rinsing, hydro-extraction, and unloading. It provides details on how each step is performed and factors to consider like water temperature, detergent amounts, and machine settings.
The document discusses planning and management of hospital laundry services. It outlines key factors to consider like linen quality requirements, frequency of change, washing methods, equipment needs, staffing, and quality monitoring. A well-run hospital laundry is essential to ensure a regular supply of clean linen and prevent infection by properly handling soiled linen. Mechanized laundries are most effective for hospitals over 500 beds to efficiently process large linen volumes in a sanitary manner.
The document discusses various types of commercial and on-premises laundries. It describes the key steps in planning an on-premises laundry including determining location, size, equipment needs, and layout. The document then outlines the laundry process from collecting soiled linen to finishing including washing, drying, ironing and folding. It also discusses dry cleaning processes and stain removal techniques.
The document provides information about the laundry services at the Hyatt Regency Mumbai hotel. It details the laundry's vision to provide clean linens and uniforms to high standards, its mission to achieve this through a dedicated staff using modern equipment, and lists facts about the laundry's location, equipment, staffing, and daily processing of over 3000kg of laundry. It outlines the laundry's role in providing clean linens to housekeeping and the restaurant as well as uniforms and guest laundry services.
This document provides information and materials for evaluating the performance of a senior structural engineer, including:
1. A sample performance evaluation form with rating scales for evaluating an engineer on factors like administration, knowledge, communication, and more.
2. Examples of performance review phrases for evaluating an engineer's attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and materials for conducting a performance appraisal for a senior quality engineer. It includes:
1. A sample performance appraisal form with sections for reviewing performance factors, 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.
Construction site engineer job description,Construction site engineer goals & objectives,Construction site engineer KPIs & KRAs,Construction site engineer self appraisal
Business process architect performance appraisalmorganabbie765
Business process architect job description,Business process architect goals & objectives,Business process architect KPIs & KRAs,Business process architect self appraisal
User experience architect performance appraisallopedhapper
This document provides information and materials for evaluating the performance of a user experience architect, including:
1. A sample performance evaluation form with ratings, factors, and sections for comments.
2. Examples of performance review phrases for various factors like attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
Senior test engineer performance appraisalkillerwarent
This document contains materials for evaluating the performance of a senior test engineer, including:
1) A job performance evaluation form with ratings and factors to evaluate things like administration, communication, teamwork, and customer service.
2) Examples of performance review phrases focused on attitude, creativity, and decision making.
3) The form is meant to be filled out by the senior test engineer's supervisor and includes sections for strengths, areas for improvement, and developing a plan for improved performance.
Engineering team leader performance appraisalsmalldonan
This document provides information and resources for performance evaluations of engineering team leaders. It includes a sample performance evaluation form with sections for reviewing job performance, employee strengths and accomplishments, areas for improvement, and signatures. It also gives examples of performance review phrases for evaluating different skills and behaviors. Finally, it describes 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 goal is to help managers formally assess engineering team leader performance and provide constructive feedback to support professional development.
It field engineer performance appraisallopedhapper
This document contains materials for evaluating the performance of an IT field engineer, including:
1. A sample performance evaluation form with ratings categories and evaluation criteria covering areas like administration, communication, teamwork, and customer service.
2. Examples of performance review phrases focused on attributes like attitude, creativity, and decision-making that could be used in a performance review.
3. The document provides guidance on completing a performance review, setting performance goals, and developing improvement plans for an IT field engineer.
This document provides materials and templates for conducting a performance appraisal for a senior technical advisor. It includes two pages of a sample performance appraisal form that evaluates an employee on various performance factors using ratings of outstanding to unsatisfactory. The form also includes sections for documenting employee strengths, areas for improvement, and goals. The second part of the document provides example phrases to use in performance appraisals related to attitude, creativity/innovation, and decision making.
Help desk engineer performance appraisalkillerwarent
This document provides information and resources for evaluating the performance of a help desk engineer, including:
1. Sample performance evaluation forms for rating a help desk engineer's performance, strengths, areas for improvement, and goals.
2. Examples of phrases to use in a performance review for areas like attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for conducting a help desk engineer'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 a restaurant floor supervisor. It includes:
1. A sample performance appraisal form for a restaurant floor supervisor with sections to rate job performance, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a restaurant floor supervisor's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performing a restaurant floor supervisor's performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document provides information and materials for evaluating the performance of a housekeeper supervisor, including:
1. A sample housekeeper supervisor performance evaluation form with sections to rate job performance, note strengths/areas for improvement, set goals, and obtain signatures.
2. Examples of performance review phrases to assess different aspects of job performance like attitude, creativity, decision-making, interpersonal skills, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of a gaming supervisor, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of phrases to use in a performance review covering attitudes, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of a credit supervisor, including:
1. A sample job performance evaluation form for a credit supervisor with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a credit supervisor's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performing a credit supervisor's performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
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Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
Communicating effectively and consistently with students can help them feel at ease during their learning experience and provide the instructor with a communication trail to track the course's progress. This workshop will take you through constructing an engaging course container to facilitate effective communication.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
3. I. Senior technical architect 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).
Job Performance Evaluation Form
Page 3
4. Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Outstanding
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
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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.
Outstanding
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
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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:
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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
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8. II. Senior technical architect performance phrases
1.Attitude Performance Review Examples – senior technical architect
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 senior technical architect
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.
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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 – senior technical architect
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 – senior technical architect
Positive review
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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 – senior technical architect
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.
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11. 6.Teamwork Skills Performance Appraisal Phrases – senior technical architect
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.
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12. III.Top 12 methods for senior technical architect 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
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13. 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.
-----------------------------
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)
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14. -----------------------------
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.
-----------------------------
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
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15. 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.
• 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.
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16. 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.
-----------------------------
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.
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17. • 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.
-----------------------------
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.
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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…
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