Sample performance appraisal questions and answersmariavernon59
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This document contains information about performance evaluation forms and methods for evaluating an accounts payable assistant. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, and customer service. It also provides examples of phrases to use in evaluations for areas like attitude, problem solving, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide HR professionals with resources for comprehensively evaluating the performance of an accounts payable assistant.
This document provides materials and templates for evaluating the job performance of a broker assistant, including:
- Links to free eBooks and forms for performance appraisals on a website.
- A job performance evaluation form in 8 pages that evaluates a broker assistant's performance based on factors like administration, communication, teamwork, decision making, and includes sections for strengths, areas for improvement, and signatures.
- A section with sample performance review phrases for evaluating a broker assistant's attitude, creativity, decision making, and more.
This document provides information and resources for evaluating the performance of a publishing editor, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating an editor's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for performing 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 job performance of a preschool teacher assistant, including:
1. A 4-page sample job performance evaluation form with ratings for various performance factors like administration, communication, teamwork, and a section for comments.
2. Additional performance review phrases for evaluating attributes like attitude, creativity, decision-making, and interpersonal skills.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. Checklists, ratings scales, and behavioral observation are among the methods described.
The document aims to provide preschools with materials and guidance for formally assessing and documenting a teacher
This document contains information about performance evaluation methods for an audit associate, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and weighted checklist method. For each method, it gives an overview and discusses advantages and disadvantages. The document also includes sections with positive and negative review phrases for various performance dimensions and a job performance evaluation form.
Sample performance appraisal questions and answersmariavernon59
In this file, you can ref useful information about sample performance appraisal questions and answers such as sample performance appraisal questions and answers methods
This document contains information about performance evaluation forms and methods for evaluating an accounts payable assistant. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, and customer service. It also provides examples of phrases to use in evaluations for areas like attitude, problem solving, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide HR professionals with resources for comprehensively evaluating the performance of an accounts payable assistant.
This document provides materials and templates for evaluating the job performance of a broker assistant, including:
- Links to free eBooks and forms for performance appraisals on a website.
- A job performance evaluation form in 8 pages that evaluates a broker assistant's performance based on factors like administration, communication, teamwork, decision making, and includes sections for strengths, areas for improvement, and signatures.
- A section with sample performance review phrases for evaluating a broker assistant's attitude, creativity, decision making, and more.
This document provides information and resources for evaluating the performance of a publishing editor, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating an editor's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for performing 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 job performance of a preschool teacher assistant, including:
1. A 4-page sample job performance evaluation form with ratings for various performance factors like administration, communication, teamwork, and a section for comments.
2. Additional performance review phrases for evaluating attributes like attitude, creativity, decision-making, and interpersonal skills.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. Checklists, ratings scales, and behavioral observation are among the methods described.
The document aims to provide preschools with materials and guidance for formally assessing and documenting a teacher
This document contains information about performance evaluation methods for an audit associate, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and weighted checklist method. For each method, it gives an overview and discusses advantages and disadvantages. The document also includes sections with positive and negative review phrases for various performance dimensions and a job performance evaluation form.
This document provides information and resources for evaluating the performance of a training manager, including:
1. Sample performance evaluation forms for a training manager with rating scales for evaluating performance factors like administration, communication, decision-making, etc.
2. Examples of positive and negative performance review phrases for evaluating a training manager's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal of a training manager, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360-degree feedback.
Building maintenance supervisor performance appraisalPaulScholes012
This document provides information and resources for evaluating the job performance of a building maintenance supervisor. It includes a sample performance evaluation form spanning 8 pages with sections to rate performance factors, employee strengths and areas for improvement, and signatures. It also lists common phrases to use in evaluations and the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The goal is to help supervisors formally assess maintenance supervisors' work quality, skills, behaviors and overall job performance.
Field service engineer job description,Field service engineer goals & objectives,Field service engineer KPIs & KRAs,Field service engineer self appraisal
Sales and marketing officer performance appraisalShayGiven999
This document provides a job performance evaluation form for assessing a sales and marketing officer. The form includes sections to evaluate performance factors, strengths and accomplishments, areas for improvement, a plan for improved performance, and signatures. It also provides examples of performance review phrases to assess various aspects of performance, such as attitude, creativity, decision-making, and more. The overall document aims to provide a structured way to review a sales and marketing officer's performance.
This document contains materials for evaluating the performance of a head hostess, including:
1. A multi-page performance appraisal form for rating the head hostess on various job duties and behaviors.
2. Links to online resources for additional performance appraisal materials like review phrases, forms, and tips.
3. Sections in the appraisal form for commenting on the employee's strengths, areas for improvement, and developing a plan to improve performance.
4. Spaces for comments from both the employee and their manager.
The overall document provides a comprehensive template for formally reviewing and documenting the work performance of a head hostess.
Special education teacher assistant performance appraisalMichaelBallack999
This document provides information about performance evaluation methods for special education teacher assistants, including example phrases and templates. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist methods. Details are given for each method, including advantages, features, and examples of how they can be used to evaluate performance factors like attitude, decision-making, problem-solving, and teamwork. The document also includes pages of a sample performance evaluation form that can be filled out to assess a special education teacher assistant.
This document contains materials for evaluating the performance of an integration manager, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
2) Several phrases that could be used in a performance review for an integration manager, focusing on attributes like attitude, creativity, problem-solving, and teamwork.
3) An overview of the top 12 methods for conducting a performance appraisal for an integration manager, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the job performance of a general clerk, including:
1. A 4-page job performance evaluation form for a general clerk, with sections to rate their performance on factors like administration, communication, teamwork, and more.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for writing self-appraisals.
3. The full 8-page general clerk performance evaluation form, with performance rating definitions and sections to document employee strengths, areas for improvement, and signatures.
4. Examples of positive and negative performance review phrases for evaluating a general clerk's attitude, creativity,
In this file, you can ref useful information about sample completed performance appraisal such as sample completed performance appraisal methods, sample completed performance appraisal tips, sample completed performance appraisal forms, sample completed performance appraisal phrases … If you need more assistant for sample completed performance appraisal, please leave your comment at the end of file.
The document provides information on performance evaluation methods for trainee auditors. It discusses 12 methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The document serves as a reference for selecting and understanding different approaches to evaluating a trainee auditor's job performance.
In this file, you can ref useful information about performance appraisal job knowledge such as performance appraisal job knowledge methods, performance appraisal job knowledge tips, performance appraisal job knowledge forms, performance appraisal job knowledge phrases … If you need more assistant for performance appraisal job knowledge, please leave your comment at the end of file.
Creative art director performance appraisalMarkHughes678
This document provides information and resources for evaluating the performance of a creative art director. It includes a job performance evaluation form with sections for planning and reviewing performance, rating performance factors, noting strengths and areas for improvement, and developing a plan of action. The form also includes sections for employee and manager signatures. The document then lists phrases that can be used in a performance review for a creative art director and outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
In this file, you can ref useful information about completed performance appraisal examples such as completed performance appraisal examples methods, completed performance appraisal examples tips, completed performance appraisal examples forms, completed performance appraisal examples phrases … If you need more assistant for completed performance appraisal examples, please leave your comment at the end of file.
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.
This document provides information and resources for evaluating the performance of a training manager, including:
1. Sample performance evaluation forms for a training manager with rating scales for evaluating performance factors like administration, communication, decision-making, etc.
2. Examples of positive and negative performance review phrases for evaluating a training manager's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal of a training manager, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360-degree feedback.
Building maintenance supervisor performance appraisalPaulScholes012
This document provides information and resources for evaluating the job performance of a building maintenance supervisor. It includes a sample performance evaluation form spanning 8 pages with sections to rate performance factors, employee strengths and areas for improvement, and signatures. It also lists common phrases to use in evaluations and the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The goal is to help supervisors formally assess maintenance supervisors' work quality, skills, behaviors and overall job performance.
Field service engineer job description,Field service engineer goals & objectives,Field service engineer KPIs & KRAs,Field service engineer self appraisal
Sales and marketing officer performance appraisalShayGiven999
This document provides a job performance evaluation form for assessing a sales and marketing officer. The form includes sections to evaluate performance factors, strengths and accomplishments, areas for improvement, a plan for improved performance, and signatures. It also provides examples of performance review phrases to assess various aspects of performance, such as attitude, creativity, decision-making, and more. The overall document aims to provide a structured way to review a sales and marketing officer's performance.
This document contains materials for evaluating the performance of a head hostess, including:
1. A multi-page performance appraisal form for rating the head hostess on various job duties and behaviors.
2. Links to online resources for additional performance appraisal materials like review phrases, forms, and tips.
3. Sections in the appraisal form for commenting on the employee's strengths, areas for improvement, and developing a plan to improve performance.
4. Spaces for comments from both the employee and their manager.
The overall document provides a comprehensive template for formally reviewing and documenting the work performance of a head hostess.
Special education teacher assistant performance appraisalMichaelBallack999
This document provides information about performance evaluation methods for special education teacher assistants, including example phrases and templates. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist methods. Details are given for each method, including advantages, features, and examples of how they can be used to evaluate performance factors like attitude, decision-making, problem-solving, and teamwork. The document also includes pages of a sample performance evaluation form that can be filled out to assess a special education teacher assistant.
This document contains materials for evaluating the performance of an integration manager, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for comments.
2) Several phrases that could be used in a performance review for an integration manager, focusing on attributes like attitude, creativity, problem-solving, and teamwork.
3) An overview of the top 12 methods for conducting a performance appraisal for an integration manager, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the job performance of a general clerk, including:
1. A 4-page job performance evaluation form for a general clerk, with sections to rate their performance on factors like administration, communication, teamwork, and more.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for writing self-appraisals.
3. The full 8-page general clerk performance evaluation form, with performance rating definitions and sections to document employee strengths, areas for improvement, and signatures.
4. Examples of positive and negative performance review phrases for evaluating a general clerk's attitude, creativity,
In this file, you can ref useful information about sample completed performance appraisal such as sample completed performance appraisal methods, sample completed performance appraisal tips, sample completed performance appraisal forms, sample completed performance appraisal phrases … If you need more assistant for sample completed performance appraisal, please leave your comment at the end of file.
The document provides information on performance evaluation methods for trainee auditors. It discusses 12 methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as advantages and disadvantages in some cases. The document serves as a reference for selecting and understanding different approaches to evaluating a trainee auditor's job performance.
In this file, you can ref useful information about performance appraisal job knowledge such as performance appraisal job knowledge methods, performance appraisal job knowledge tips, performance appraisal job knowledge forms, performance appraisal job knowledge phrases … If you need more assistant for performance appraisal job knowledge, please leave your comment at the end of file.
Creative art director performance appraisalMarkHughes678
This document provides information and resources for evaluating the performance of a creative art director. It includes a job performance evaluation form with sections for planning and reviewing performance, rating performance factors, noting strengths and areas for improvement, and developing a plan of action. The form also includes sections for employee and manager signatures. The document then lists phrases that can be used in a performance review for a creative art director and outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
In this file, you can ref useful information about completed performance appraisal examples such as completed performance appraisal examples methods, completed performance appraisal examples tips, completed performance appraisal examples forms, completed performance appraisal examples phrases … If you need more assistant for completed performance appraisal examples, please leave your comment at the end of file.
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.
Pre kindergarten teacher performance appraisaljacehobbs2
This document provides information and resources for evaluating the performance of a pre-kindergarten teacher, including:
1. A sample performance evaluation form with ratings and criteria for various job duties and skills.
2. Examples of performance review phrases for evaluating different attributes such as attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for conducting teacher performance appraisals, such as management by objectives, critical incident reviews, and 360-degree feedback.
Learning support assistant performance appraisalrobynbarnes65
Learning support assistant job description,Learning support assistant goals & objectives,Learning support assistant KPIs & KRAs,Learning support assistant self appraisal
This document provides information and resources for evaluating the performance of a maths teacher, including:
1. A sample job performance evaluation form with ratings, factors, and sections for comments.
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.
In this file, you can ref useful information about performance appraisal of teachers such as performance appraisal of teachers methods, performance appraisal of teachers tips, performance appraisal of teachers forms, performance appraisal of teachers phrases … If you need more assistant for performance appraisal of teachers, please leave your comment at the end of file.
This document summarizes an employee's performance review. It rates the employee in several criteria like quality of work, communication skills, safety practices, and attendance on a scale of outstanding, exceeds expectations, meets expectations, needs improvement, and unsatisfactory. Based on the ratings in each criteria and comments from the employee and supervisor, an overall performance rating is given. Areas for improvement are identified and goals are set to enhance the employee's performance over the coming review period.
This document provides samples of comments and phrases to use in employee performance reviews for various categories, including attitude, attendance, communication, and cooperation. For each category, it gives examples of positive and negative phrases for employees who exceed expectations, meet expectations, and fail to meet expectations. It also provides additional context and explanations for evaluating employee performance in these key areas. The document aims to help managers write effective performance reviews by choosing the right phrases and comments for each employee's specific situation and level of performance.
The document is a feedback form for a lecture that asks the participant to rate various aspects of the content, structure, presentation, and overall experience of the lecture. It requests the participant to circle yes or no answers and provide ratings from 1 to 5 on factors like the focus, usefulness, and expectations for the structure, and how well the lecturer captured attention, vocabulary, encouraged participation, and appeared enthusiastic for the presentation. It concludes by asking if the participant was overall satisfied, if questions were answered, their overall impression, and suggestions for improvement.
This document outlines a performance appraisal system for teachers with ratings in 3 main areas: instructional competence (70%), professional and personal characteristics (20%), and punctuality and attendance (10%). For the teacher named, all categories received a rating of 0, indicating poor performance. The summary provides an overview of the assessment areas and final ratings without evaluating the teacher's performance.
This study examined the formative impact of general practice appraisals through a questionnaire given to GPs who had undergone appraisal at a primary care trust in Wessex, UK. The study found that appraisals increased GPs' confidence, improved patient care, and contributed to delayed retirement. Appraisals helped identify clear and achievable learning goals in areas like clinical skills, practice management, and personal development. Regular appraiser training and experience with multiple appraisals helped increase GPs' comfort with the process. The study provides insight into the educational benefits of appraisals when separated from revalidation requirements.
This document provides materials for evaluating the job performance of a higher level teaching assistant, including:
1. Links to free eBooks and resources on performance appraisal methods, phrases for evaluations, sample forms, and key performance indicators.
2. A sample job performance evaluation form for a higher level teaching assistant, consisting of 8 pages that address planning and results, performance factors, strengths and areas for improvement, goals, and signatures.
3. Additional phrases for evaluating a teaching assistant's attitude, creativity, decision-making, and other skills in both positive and negative terms.
An INSET presentation to Heads of Department on How to Conduct Teacher Appraisal by Mark Steed, Principal of Berkhamsted School.
The INSET relates to the Berkhamsted Schools Group model for Teacher appraisal.
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Employee comments on performance appraisaltommylong551
In this file, you can ref useful information about employee comments on performance appraisal such as employee comments on performance appraisal methods, employee comments on performance appraisal tips, employee comments on performance appraisal forms, employee comments on performance appraisal phrases … If you need more assistant for employee comments on performance appraisal, please leave your comment at the end of file.
This document provides an instructor's guide for a 6-week Resident Assistant training class. The class covers topics like self-awareness, privilege, mental health training, and more. Each week focuses on developing the students' leadership skills and identity through discussions, activities, and reflections. The overall goal is to prepare students for their role as Resident Assistants and support their identity development using theories like Chickering's Identity Development model.
This document provides information and resources for evaluating the job performance of an education assistant. It includes a 4-page sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360-degree feedback. A variety of phrases for evaluating different job skills like attitude, creativity, decision-making, and teamwork are also presented.
Training supervisor perfomance appraisal 2tonychoper1804
This document provides information and resources for training supervisor performance evaluations, including:
- A 4-page sample performance evaluation form with rating scales for evaluating various performance factors.
- Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators (KPIs), and tips for writing self-appraisals.
- Sections describing the top 12 methods for performance appraisal, including examples of phrases for evaluating skills like problem-solving, teamwork, and decision-making.
The document is intended as a comprehensive guide for supervisors to conduct effective, objective performance evaluations of training supervisors.
This document provides information and resources for evaluating the performance of a curriculum specialist. It includes a sample job performance evaluation form with rating scales for evaluating various performance factors such as administration, knowledge, communication, teamwork, and decision-making. It also provides examples of performance review phrases for different evaluation criteria, including attitude, creativity, decision-making, interpersonal skills, and problem-solving. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The resources aim to help managers conduct comprehensive yet structured performance evaluations of curriculum specialists.
This document contains information about performance evaluation methods for education specialists, including example phrases and a discussion of various appraisal techniques. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and weighted checklist method. Example phrases for evaluating attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork are also included. The document appears to be a reference guide for education specialists and their supervisors on conducting performance reviews.
This document provides information and resources for evaluating the performance of a training coordinator. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also gives examples of positive and negative phrases for evaluating attributes such as attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The overall document serves as a guide for organizations on how to structure a training coordinator's performance review.
This document provides information and resources for evaluating the performance of a workshop coordinator. It includes a 4-page sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also gives examples of positive and negative phrases that can be used in a performance review for areas like attitude, creativity, decision-making, and interpersonal skills. Finally, it outlines the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The overall document serves as a guide for organizations on how to structure the performance review process for a workshop coordinator role.
The document provides materials for evaluating the job performance of a training executive, including:
1) A 4-page performance evaluation form with ratings scales for evaluating an employee's performance on factors like administration, communication, decision-making, and safety.
2) Links to additional online resources for performance appraisals like sample phrases and forms.
3) Sample performance review phrases for evaluating an employee's attitude, creativity, and decision-making skills.
This document contains materials for evaluating the job performance of an education officer, including:
1) A 4-page performance evaluation form with ratings for various performance factors like administration, communication, decision-making, and a section for comments.
2) Examples of positive and negative phrases that could be used in a performance review for an education officer covering areas such as attitude, creativity, decision-making, and interpersonal skills.
3) An overview of the top 12 methods for performance appraisal for an education officer, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the job performance of an education administrator. It includes a sample performance evaluation form with rating scales for evaluating an administrator on various performance factors like administration, communication, decision-making, and customer service. It also gives examples of positive and negative phrases for evaluating skills such as attitude, creativity, problem-solving, and teamwork. Finally, it outlines several methods that can be used in performance appraisals, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers properly evaluate and provide feedback to education administrators.
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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
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The complex relationship between human activities and the environment has been the focus
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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.
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Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
3. Job Performance Evaluation Form Page 3
I. Teaching assistant performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS (use job description as basis of this evaluation).
Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
4. Job Performance Evaluation Form Page 4
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
5. Job Performance Evaluation Form Page 5
developments affecting SPSU and its work activities. Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
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.
6. Job Performance Evaluation Form Page 6
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
7. Job Performance Evaluation Form Page 7
E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that theemployee was
given theopportunity to discuss theofficial review with thesupervisor.)
Evaluated by Date
Reviewed by Date
8. Job Performance Evaluation Form Page 8
II. Teaching assistant performance phrases
1.Attitude Performance Review Examples – teaching assistant
Positive review
Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for teaching assistant
Positive review
Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
9. Job Performance Evaluation Form Page 9
Negative review
Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – teaching assistant
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance ReviewPhrases – teaching assistant
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
10. Job Performance Evaluation Form Page 10
Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – teaching assistant
Positive review
Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
11. Job Performance Evaluation Form Page 11
6.Teamwork Skills Performance Appraisal Phrases – teaching assistant
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
12. Job Performance Evaluation Form Page 12
III.Top 12 methods for teaching assistant performance appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
13. Job Performance Evaluation Form Page 13
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
14. Job Performance Evaluation Form Page 14
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
15. Job Performance Evaluation Form Page 15
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
16. Job Performance Evaluation Form Page 16
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
17. Job Performance Evaluation Form Page 17
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
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…