Technical support specialist job description,Technical support specialist goals & objectives,Technical support specialist KPIs & KRAs,Technical support specialist self appraisal
This document contains information about performance evaluation forms and methods for an accounts receivable specialist. It includes a sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also lists phrases that can be used in a performance review and describes the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document provides templates and guidance for conducting a thorough performance review of an accounts receivable specialist.
The document discusses electrical hand tools and measuring equipment used in electrical installation and maintenance. It defines various tools like screwdrivers, hammers, pliers and their uses. It also explains measuring instruments such as voltmeters, ammeters and multimeters. Learners are expected to identify different tools, understand their functions, and classify them according to their specifications and uses. Various activities and assignments are given to reinforce learning.
The document discusses various electrical tools and their functions. It describes screwdrivers like standard, Philips, and stubby screwdrivers which are used to drive different types of screws. Pliers are also discussed, including combination pliers, side cutting pliers, and long nose pliers which are used for gripping, cutting, and holding wires. Additional tools mentioned are wire strippers, electrician's knives, portable electric drills, and hacksaws, each serving a specific purpose like stripping wire insulation or cutting metal materials. Proper tool use and safety are emphasized.
This document contains materials for evaluating the job performance of a surgical coordinator, including:
1) A 4-page job performance evaluation form with ratings scales for evaluating various performance factors.
2) Links to additional online resources for performance appraisals, including sample phrases, forms, and guides.
3) A section with example performance review phrases for evaluating a surgical coordinator's attitude, creativity/innovation, and decision-making.
This document provides an overview of Module 1 of the Plumbing NC I course. The module covers preparing plumbing layouts and introduces important plumbing tools. It discusses tools like the plumber's level, pipe wrenches, and pipe cutters. It also covers different types of plastic pipes like PVC, CPVC, PE, and PPR pipes. The document includes pictures, self-check questions, and links to video lessons demonstrating plumbing techniques. The goal is to teach students about essential plumbing tools and materials to prepare them for single unit plumbing installations.
This document outlines a touch-typing course to teach students to correctly hit keyboard keys without looking at the keyboard. It provides details on 5 lessons to teach the home row, third row, first row, fourth row, and number pad. Students take pre- and post-tests for each lesson and must achieve 100% mastery before advancing. The course runs for 12 weeks, with final grades based on test scores from the first 11 weeks.
This document provides information and resources for conducting a senior cook's performance appraisal, including:
1. A sample performance appraisal form for a senior cook with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of performance review phrases that could be used in assessing a senior cook's attitude, creativity, decision-making, interpersonal skills, problem-solving abilities, and teamwork.
3. An overview of the top 12 methods for conducting a senior cook's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains information about performance evaluation forms and methods for an accounts receivable specialist. It includes a sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also lists phrases that can be used in a performance review and describes the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document provides templates and guidance for conducting a thorough performance review of an accounts receivable specialist.
The document discusses electrical hand tools and measuring equipment used in electrical installation and maintenance. It defines various tools like screwdrivers, hammers, pliers and their uses. It also explains measuring instruments such as voltmeters, ammeters and multimeters. Learners are expected to identify different tools, understand their functions, and classify them according to their specifications and uses. Various activities and assignments are given to reinforce learning.
The document discusses various electrical tools and their functions. It describes screwdrivers like standard, Philips, and stubby screwdrivers which are used to drive different types of screws. Pliers are also discussed, including combination pliers, side cutting pliers, and long nose pliers which are used for gripping, cutting, and holding wires. Additional tools mentioned are wire strippers, electrician's knives, portable electric drills, and hacksaws, each serving a specific purpose like stripping wire insulation or cutting metal materials. Proper tool use and safety are emphasized.
This document contains materials for evaluating the job performance of a surgical coordinator, including:
1) A 4-page job performance evaluation form with ratings scales for evaluating various performance factors.
2) Links to additional online resources for performance appraisals, including sample phrases, forms, and guides.
3) A section with example performance review phrases for evaluating a surgical coordinator's attitude, creativity/innovation, and decision-making.
This document provides an overview of Module 1 of the Plumbing NC I course. The module covers preparing plumbing layouts and introduces important plumbing tools. It discusses tools like the plumber's level, pipe wrenches, and pipe cutters. It also covers different types of plastic pipes like PVC, CPVC, PE, and PPR pipes. The document includes pictures, self-check questions, and links to video lessons demonstrating plumbing techniques. The goal is to teach students about essential plumbing tools and materials to prepare them for single unit plumbing installations.
This document outlines a touch-typing course to teach students to correctly hit keyboard keys without looking at the keyboard. It provides details on 5 lessons to teach the home row, third row, first row, fourth row, and number pad. Students take pre- and post-tests for each lesson and must achieve 100% mastery before advancing. The course runs for 12 weeks, with final grades based on test scores from the first 11 weeks.
This document provides information and resources for conducting a senior cook's performance appraisal, including:
1. A sample performance appraisal form for a senior cook with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of performance review phrases that could be used in assessing a senior cook's attitude, creativity, decision-making, interpersonal skills, problem-solving abilities, and teamwork.
3. An overview of the top 12 methods for conducting a senior cook's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Medical practice manager perfomance appraisal 2tonychoper3004
This document provides information and resources for evaluating the performance of a medical practice manager. It includes a sample job performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, teamwork, decision-making, and customer service. The form also has sections for commenting on an employee's strengths, areas for improvement, and developing a performance improvement plan. The document further lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. It provides descriptions and examples of how to use these different appraisal methods.
This document provides information and resources for evaluating the performance of a kitchen chef, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a chef's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for conducting a kitchen chef's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document discusses key performance indicators (KPIs) for hotel chefs. It provides steps to create KPIs for hotel chefs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document also discusses mistakes to avoid, such as creating too many KPIs or ones that do not change based on goals. Finally, it lists types of KPIs and provides resources for additional KPI materials.
This document provides guidance on writing effective cover letters and completing job applications. It discusses key components of cover letters such as identifying strengths, researching the company, and developing strong summary statements. It outlines four types of cover letters and recommends focusing on why you are interested in the organization and how your skills are relevant. The document also provides tips for completing applications such as following directions, printing neatly, and tailoring answers to the specific job. Overall, it emphasizes preparing materials in advance and reflecting a professional image to make a good first impression.
Community HousingWorks is a San Diego non-profit that helps people and neighborhoods through housing and support services. The document provides tips for effective resume writing, including being truthful, targeting your audience, keeping it brief, writing and rewriting, and following up. It also outlines the main resume types - chronological, functional, and combination - and discusses their pros and cons. Style reminders include using a readable font size and avoiding unnecessary graphics or personal details.
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 information related to performance evaluation forms and methods for supply chain officers. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various factors like attitude, decision-making, 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 human resources professionals with resources and templates for evaluating supply chain officer performance.
Consumer Electronics Servicing for grades 7 to 10Don Joven
This document outlines a curriculum for an exploratory course on consumer electronics servicing for 7th and 8th grade students. The course introduces basic concepts in electronics servicing, assesses students' personal entrepreneurial competencies and skills, and teaches lessons on using hand tools, performing measurements and calculations, interpreting technical drawings, observing occupational health and safety practices, and maintaining tools and equipment. The curriculum aims to develop common competencies prescribed by the Technical Education and Skills Development Authority and explore career opportunities in the field of consumer electronics servicing.
Real estate sales executive performance appraisalDannyBatca789
This document provides information on performance evaluation methods for real estate sales executives. 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 their key features, advantages, and limitations. The document aims to educate on different approaches to evaluating a real estate sales executive's job performance.
This document discusses common wire splices and joints, including the Western Union splice used for wires of the same size, the plain tap joint used to connect a branch wire to a main line, and the rat tail or pig tail splice that twists wires together to connect wires to conduits. It also mentions the cross joint for tapping two branch wires to a main wire and the Underwriter's knot in extension cords to relieve strain on small wires and binding screws.
This document discusses different types of forms used in electrical work. It describes purchase requisition forms which are used to request items from purchasing, inventory forms which track raw materials and finished goods, job order forms which provide instructions for work to be completed, and borrower's forms for requesting tools and equipment needed for jobs. Maintaining accurate forms is important for obtaining the right materials and tools for electrical jobs.
Ohmmeter is a measuring instrument used to determine the resistance of a component or equipment. This instrument is a great help in knowing the actual resistance of the resistors.
The document discusses various types of electrical conduits and accessories used in wiring installations. It describes common conduits like PVC, rigid steel, EMT, non-metallic, GRC, and IMC. Flexible metallic conduit is also mentioned. Accessories include condulets, clamps, and connectors used for joining conduits to boxes or each other. The activity asks students to collect conduits and accessories to present to the class.
The document discusses the classification, maintenance, and identification of tools and equipment. It separates tools into three main categories: hand tools, power tools, and pneumatic tools. It provides examples for each category and outlines best practices for maintaining electrical tools, such as cleaning dust, inspecting cords, and proper storage. The document also discusses identifying non-functional tools through visual inspection, checking functionality and performance, power supply, and input from experienced personnel. Non-functional tools are those unable to perform their regular functions due to damaged or impaired parts.
Consumer electronics-servicing-learning-moduleBogs De Castro
Here are the answers to the self-check questions:
1. A low-power soldering iron (20-30 Watts) is suitable for electrical work because it allows for precise soldering of small wires and components without risk of overheating or damage from excess heat.
2. Screwdrivers should not be used as pry bars, chisels, punches, etc. because it can damage the tip of the screwdriver or cause it to slip and cause injury. Screwdrivers are designed specifically for turning screws only.
3. Pliers should not be used as hammers because the force could cause the pliers to bend or crack, damaging them. Pliers are designed for
This document provides information and resources for evaluating the performance of a sales auditor. It includes:
1. A job performance evaluation form with sections to rate an auditor's performance on key factors like administration, knowledge, communication, and more. Performance is rated on a scale from outstanding to unsatisfactory.
2. Sample phrases to use in a performance review for areas like attitude, creativity, decision-making, interpersonal skills, and problem-solving. Both positive and negative phrases are provided.
3. An overview of the top 12 methods for performing a sales auditor performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Photography and design: a permanent union I am exploring from over twenty years, first with the reflex analogic camera, then with digital and today using computers. I work to show your products in the perfect light by creating images able to tell, captivate, seduce, attract and communicate with the viewer.
Every single picture is story to tell, and in this sense the current technologies have lavished Further impetus to my activity expanding Prospects exponentially .
This document summarizes a study investigating the secondary mineralization of ferrihydrite under reducing conditions through electrochemical modeling. It outlines how mediated electrochemical techniques were used to model microbial iron reduction and analyze reduction products using UV-vis spectrometry and Mossbauer spectrometry. The effects of mediator concentration, iron concentration, and applied potential on the transformation of ferrihydrite were investigated, finding that higher mediator concentration, lower applied potential, and decreasing iron concentration resulted in further transformation and mineralization.
Medical practice manager perfomance appraisal 2tonychoper3004
This document provides information and resources for evaluating the performance of a medical practice manager. It includes a sample job performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, teamwork, decision-making, and customer service. The form also has sections for commenting on an employee's strengths, areas for improvement, and developing a performance improvement plan. The document further lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. It provides descriptions and examples of how to use these different appraisal methods.
This document provides information and resources for evaluating the performance of a kitchen chef, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a chef's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for conducting a kitchen chef's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document discusses key performance indicators (KPIs) for hotel chefs. It provides steps to create KPIs for hotel chefs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document also discusses mistakes to avoid, such as creating too many KPIs or ones that do not change based on goals. Finally, it lists types of KPIs and provides resources for additional KPI materials.
This document provides guidance on writing effective cover letters and completing job applications. It discusses key components of cover letters such as identifying strengths, researching the company, and developing strong summary statements. It outlines four types of cover letters and recommends focusing on why you are interested in the organization and how your skills are relevant. The document also provides tips for completing applications such as following directions, printing neatly, and tailoring answers to the specific job. Overall, it emphasizes preparing materials in advance and reflecting a professional image to make a good first impression.
Community HousingWorks is a San Diego non-profit that helps people and neighborhoods through housing and support services. The document provides tips for effective resume writing, including being truthful, targeting your audience, keeping it brief, writing and rewriting, and following up. It also outlines the main resume types - chronological, functional, and combination - and discusses their pros and cons. Style reminders include using a readable font size and avoiding unnecessary graphics or personal details.
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 information related to performance evaluation forms and methods for supply chain officers. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various factors like attitude, decision-making, 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 human resources professionals with resources and templates for evaluating supply chain officer performance.
Consumer Electronics Servicing for grades 7 to 10Don Joven
This document outlines a curriculum for an exploratory course on consumer electronics servicing for 7th and 8th grade students. The course introduces basic concepts in electronics servicing, assesses students' personal entrepreneurial competencies and skills, and teaches lessons on using hand tools, performing measurements and calculations, interpreting technical drawings, observing occupational health and safety practices, and maintaining tools and equipment. The curriculum aims to develop common competencies prescribed by the Technical Education and Skills Development Authority and explore career opportunities in the field of consumer electronics servicing.
Real estate sales executive performance appraisalDannyBatca789
This document provides information on performance evaluation methods for real estate sales executives. 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 their key features, advantages, and limitations. The document aims to educate on different approaches to evaluating a real estate sales executive's job performance.
This document discusses common wire splices and joints, including the Western Union splice used for wires of the same size, the plain tap joint used to connect a branch wire to a main line, and the rat tail or pig tail splice that twists wires together to connect wires to conduits. It also mentions the cross joint for tapping two branch wires to a main wire and the Underwriter's knot in extension cords to relieve strain on small wires and binding screws.
This document discusses different types of forms used in electrical work. It describes purchase requisition forms which are used to request items from purchasing, inventory forms which track raw materials and finished goods, job order forms which provide instructions for work to be completed, and borrower's forms for requesting tools and equipment needed for jobs. Maintaining accurate forms is important for obtaining the right materials and tools for electrical jobs.
Ohmmeter is a measuring instrument used to determine the resistance of a component or equipment. This instrument is a great help in knowing the actual resistance of the resistors.
The document discusses various types of electrical conduits and accessories used in wiring installations. It describes common conduits like PVC, rigid steel, EMT, non-metallic, GRC, and IMC. Flexible metallic conduit is also mentioned. Accessories include condulets, clamps, and connectors used for joining conduits to boxes or each other. The activity asks students to collect conduits and accessories to present to the class.
The document discusses the classification, maintenance, and identification of tools and equipment. It separates tools into three main categories: hand tools, power tools, and pneumatic tools. It provides examples for each category and outlines best practices for maintaining electrical tools, such as cleaning dust, inspecting cords, and proper storage. The document also discusses identifying non-functional tools through visual inspection, checking functionality and performance, power supply, and input from experienced personnel. Non-functional tools are those unable to perform their regular functions due to damaged or impaired parts.
Consumer electronics-servicing-learning-moduleBogs De Castro
Here are the answers to the self-check questions:
1. A low-power soldering iron (20-30 Watts) is suitable for electrical work because it allows for precise soldering of small wires and components without risk of overheating or damage from excess heat.
2. Screwdrivers should not be used as pry bars, chisels, punches, etc. because it can damage the tip of the screwdriver or cause it to slip and cause injury. Screwdrivers are designed specifically for turning screws only.
3. Pliers should not be used as hammers because the force could cause the pliers to bend or crack, damaging them. Pliers are designed for
This document provides information and resources for evaluating the performance of a sales auditor. It includes:
1. A job performance evaluation form with sections to rate an auditor's performance on key factors like administration, knowledge, communication, and more. Performance is rated on a scale from outstanding to unsatisfactory.
2. Sample phrases to use in a performance review for areas like attitude, creativity, decision-making, interpersonal skills, and problem-solving. Both positive and negative phrases are provided.
3. An overview of the top 12 methods for performing a sales auditor performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Photography and design: a permanent union I am exploring from over twenty years, first with the reflex analogic camera, then with digital and today using computers. I work to show your products in the perfect light by creating images able to tell, captivate, seduce, attract and communicate with the viewer.
Every single picture is story to tell, and in this sense the current technologies have lavished Further impetus to my activity expanding Prospects exponentially .
This document summarizes a study investigating the secondary mineralization of ferrihydrite under reducing conditions through electrochemical modeling. It outlines how mediated electrochemical techniques were used to model microbial iron reduction and analyze reduction products using UV-vis spectrometry and Mossbauer spectrometry. The effects of mediator concentration, iron concentration, and applied potential on the transformation of ferrihydrite were investigated, finding that higher mediator concentration, lower applied potential, and decreasing iron concentration resulted in further transformation and mineralization.
The document provides an overview of the preliminary design study of the Telescope Structure System (STR) for the Thirty Meter Telescope (TMT) project. Some key points of the design study include:
1) Adopting a 6-legged top end configuration to support the secondary mirror and reduce deformation while maintaining the same aperture blockage as the previous design.
2) Introducing a "Double Lower Tube" design to reduce the required stroke of primary mirror actuators to compensate for deformation during elevation changes.
3) Designing the primary mirror segment handling system to remove and install 10 segments per day safely in the difficult access area around the primary mirror.
The document proposes an after-school dance program at West Bloomfield High School to provide students opportunities for creative expression and development of important life skills. The proposed $1,350 budget would fund an instructor, advertising, facilities, and documentation of the program. Goals include students gaining leadership, presentation, and networking skills. A teacher would run twice-weekly dance sessions and work with administrators to plan a final recital for parents and community to evaluate the program's success in its first year. The program aims to enhance the school's arts offerings and support students' growth.
This document describes the design and implementation of an obstacle avoiding robot. It includes sections on the required components of the robot such as a microcontroller, Bluetooth module, motor driver, sensors, wheels, and power supply. The microcontroller is programmed to receive Bluetooth commands from a smartphone and control the motor driver and wheels to navigate around obstacles. Circuit diagrams and screenshots of an Android application for controlling the robot are provided. The robot was designed and built by three electrical engineering students for their undergraduate project.
The document discusses the importance of effective management practices for organizational success and productivity. It cites McKinsey research that found a direct relationship between management practices and productivity. It suggests asking whether managers engage with and build trusting relationships with their staff, communicate clearly, have difficult conversations, stay calm under pressure, and support problem solving. Effective leadership behaviors like being supportive, driving results, seeking different perspectives, and problem solving were found to explain much of the difference between strong and weak leadership. The document concludes that investing in leadership and management effectiveness can help managers contribute more to organizational success.
Este documento presenta el Reglamento del Servicio de Policía de Colombia. Establece normas generales para regular la prestación del servicio de policía de acuerdo con la Constitución y la ley. Define los principios rectores como la dignidad humana, legalidad, territorialidad y coordinación entre entidades del Estado. Además, presenta la estructura y organización del servicio policial en títulos como vigilancia, patrullaje y especialidades.
This document provides an overview of compositing in film production. It defines compositing as combining different visual elements, such as live action footage and computer-generated imagery, into a single coherent scene. The document traces the history of compositing from early techniques using painted glass and double exposures, to modern uses of green screen and digital compositing. It also examines how compositing is used to seamlessly integrate visual effects into live action shots through techniques like wire removal, match moving, and color matching. Experts in the field were interviewed to support the idea that compositing has transformed audiences' perspectives on media.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Este documento proporciona una guía de preguntas orientadoras para la revisión y actualización de los manuales de convivencia escolar. La guía incluye preguntas sobre enfoques de derechos humanos, diversidad, medidas pedagógicas y resolución de conflictos que deben considerarse al revisar los manuales para asegurar que sean inclusivos y respeten los derechos de todos los miembros de la comunidad educativa. El documento también ofrece definiciones clave como convivencia escolar, enfoque de género y difer
Technology support specialist performance appraisalvalikiealie08
This document provides information about performance evaluation forms and methods for evaluating a technology support specialist. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also gives examples of performance review phrases for different evaluation criteria like attitude, problem solving, and teamwork. Finally, it outlines the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360 degree feedback, explaining what they are and their key aspects. The overall document serves as a useful reference for evaluating and developing a technology support specialist's job performance.
Technical support consultant performance appraisalmartinnick967
Technical support consultant job description,Technical support consultant goals & objectives,Technical support consultant KPIs & KRAs,Technical support consultant self appraisal
Technical support manager performance appraisallilyevans532
Technical support manager job description,Technical support manager goals & objectives,Technical support manager KPIs & KRAs,Technical support manager self appraisal
Customer support specialist perfomance appraisal 2tonychoper6404
This document contains information about performance evaluation forms and methods for evaluating customer support specialists. It includes a sample performance evaluation form with sections for reviewing job performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for evaluating different skills and examples of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360 degree feedback. The goal of the document is to provide useful resources for conducting thorough performance evaluations of customer support specialists.
Operations support specialist perfomance appraisal 2tonychoper6304
This document contains information about performance evaluation forms and methods for evaluating an operations support specialist. It includes a sample performance evaluation form with sections for reviewing job performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for different evaluation criteria like attitude, problem solving, and teamwork. Finally, it outlines the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360 degree feedback, along with their key features and advantages.
This document provides information and resources for evaluating the performance of a technical supervisor, including:
1. A 4-page job performance evaluation form for rating a technical supervisor's performance, with factors like administration, knowledge, communication, and customer service rated on a scale.
2. Examples of positive and negative phrases for evaluating a technical supervisor's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for evaluating a technical supervisor's performance, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
Computer support specialist performance appraisalbillweasley05
Computer support specialist job description,Computer support specialist goals & objectives,Computer support specialist KPIs & KRAs,Computer support specialist self appraisal
This document provides information and resources for evaluating the performance of a technology specialist. It includes a 4-page job performance evaluation form with rating scales for evaluating an employee on various performance factors. It also lists additional performance appraisal methods and phrases that can be used in evaluating a technology specialist, such as behavioral observation scales, 360-degree feedback, and management by objectives. The document aims to provide supervisors with tools and guidance for formally assessing a technology specialist's work performance.
Technical support engineer performance appraisalalexanderhill006
This document contains information about performance evaluation forms and methods for evaluating technical support engineers. It includes a sample performance evaluation form with sections for reviewing job performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for evaluating various skills and examples of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide useful resources for conducting thorough performance evaluations of technical support engineers.
This document contains materials for conducting a job performance evaluation of an implementation specialist, including:
1) A 3-page performance evaluation form to rate an implementation specialist on various performance factors and overall performance.
2) A list of online resources for performance appraisal materials like phrases, forms, and tips for writing self-appraisals.
3) Sample performance review phrases for evaluating an implementation specialist's attitude, creativity/innovation, and decision-making skills.
The evaluation form provides rating scales and space to comment on the employee's strengths, areas for improvement, and develop a plan of action. The resources and sample phrases can help in completing the evaluation.
Peer support specialist perfomance appraisal 2tonychoper3804
This document provides information and resources for conducting a peer support specialist's job performance evaluation, including:
1. A 4-page sample performance evaluation form covering rating scales, performance factors, employee strengths/goals, and signatures.
2. Additional performance review phrases for evaluating a peer support specialist's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting a peer support specialist's performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Help desk specialist perfomance appraisal 2tonychoper3704
This document provides information and resources for evaluating the performance of a help desk specialist. It includes a 4-page job performance evaluation form with rating scales for evaluating an employee on various performance factors like administration, knowledge, communication, teamwork, and customer service. It also gives examples of positive and negative phrases to use in evaluations for attributes like attitude, creativity, decision-making, and problem-solving skills. Finally, it outlines the top 12 methods that can be used for performance appraisals, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree feedback. The overall document serves as a guide for managers to properly conduct a formal performance review of a help desk specialist.
Application support specialist perfomance appraisal 2tonychoper3804
This document contains information about performance evaluation methods for an application support specialist. It discusses 12 different 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 details on what they are, how they work, their advantages and disadvantages. It also includes examples of performance phrases that could be used in evaluations for areas like attitude, problem solving, teamwork, decision making and others. The document aims to provide HR professionals with resources and templates for effectively evaluating application support specialist performance.
This document contains information related to performance evaluation forms and methods for operation specialists. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also lists several methods that can be used to evaluate performance, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document provides guidance on using these different performance appraisal techniques for operation specialists.
Technical support supervisor performance appraisalRuudGullit012
This document provides information and resources for evaluating the job performance of a technical support supervisor, including:
1. Links to free eBooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form for a technical support supervisor with sections to rate performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating a technical support supervisor's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
4. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and
Similar to Technical support specialist performance appraisal (20)
MATATAG CURRICULUM: ASSESSING THE READINESS OF ELEM. PUBLIC SCHOOL TEACHERS I...NelTorrente
In this research, it concludes that while the readiness of teachers in Caloocan City to implement the MATATAG Curriculum is generally positive, targeted efforts in professional development, resource distribution, support networks, and comprehensive preparation can address the existing gaps and ensure successful curriculum implementation.
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.
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.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
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.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
3. Job Performance Evaluation Form Page 3
I. Technical support specialist performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS(use job description as basis of this evaluation).
Administration - Measures effectiveness in planning, Outstanding
Exceeds Expectations
4. Job Performance Evaluation Form Page 4
organizing and efficiently handling activities and eliminating
unnecessary activities
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
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 Outstanding
Exceeds Expectations
5. Job Performance Evaluation Form Page 5
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
6. Job Performance Evaluation Form Page 6
B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS:Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
7. Job Performance Evaluation Form Page 7
E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that theemployee was
given theopportunity to discuss theofficial review with thesupervisor.)
Evaluated by Date
Reviewed by Date
8. Job Performance Evaluation Form Page 8
II. Technical support specialist performance phrases
1.Attitude Performance Review Examples – technical support specialist
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 technical support specialist
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 – technical support specialist
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 – technical support specialist
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 – technical support specialist
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 – technical support specialist
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 technical support specialist 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…