This document contains information about performance evaluation methods for welding engineers, including example phrases and templates. It discusses 12 common performance appraisal methods: management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist/weighted checklist. Example phrases are provided for evaluating attitudes, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. The last section contains a welding engineer performance evaluation form template with rating scales and sections for commenting on strengths, areas for improvement, and developing performance goals.
This document outlines welding and inspection requirements for piping systems. It specifies requirements for welding qualification, procedures, personnel qualifications, inspection methods, and acceptance criteria. Welding qualifications must meet the standards of ASME Section IX or EN 288 and include non-destructive testing, mechanical testing of cross-weld tensiles, bends, impacts at required temperatures, macrosections and hardness testing where specified for different material types. Inspection and non-destructive testing of completed welds must be performed according to the standards by qualified personnel and meet the acceptance criteria.
This document provides information and resources for evaluating the performance of a mechanical maintenance supervisor, including:
1. A sample performance evaluation form with sections to rate performance factors, document strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating different skills like attitude, creativity, decision-making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods for performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, Behavioral Observation Scales, and 360 Degree Feedback.
The document discusses various joining and assembly processes. It begins by defining assembly as joining elements together to form a final product, which can be done by human workers or machines. It then discusses various fusion welding processes like oxyfuel welding, arc welding, plasma arc welding, and laser beam welding. It also discusses solid state welding processes like friction welding, ultrasonic welding, roll bonding, and diffusion welding. The key information is that the document provides an overview of various welding and assembly techniques.
This document discusses two mechanisms of plastic deformation in metals: slip and twinning. Slip involves the sliding of crystal blocks along crystallographic planes called slip planes, analogous to pushing cards in a deck. Twinning results in a mirrored orientation of a crystal portion. Slip is the primary deformation mechanism and occurs when shear stress exceeds a critical value, following Schmid's law. Twinning occurs when slip is not possible and results in a deformed mirrored grain. The document compares the characteristics and conditions of slip versus twinning.
This document provides information about various heat treatment processes including annealing, normalizing, hardening, tempering, and hardenability. It describes the purposes and procedures for each process, including the effects on microstructure and material properties. Examples are given to illustrate how to determine the final microstructure based on time-temperature treatments using TTT diagrams.
The document discusses the process of rolling metals. It begins by defining rolling as the plastic deformation of materials caused by compressive force applied through revolving rolls, which reduces the thickness and increases the length of the workpiece. It then discusses hot rolling and cold rolling processes. Hot rolling is performed above the recrystallization temperature and allows for large deformation, while cold rolling is used for finished sheets and plates. The document also covers grain structure changes during rolling, mechanics of rolling including forces, entry conditions, and roll pressure distribution. It concludes with discussing types of rolling mills.
This document outlines welding and inspection requirements for piping systems. It specifies requirements for welding qualification, procedures, personnel qualifications, inspection methods, and acceptance criteria. Welding qualifications must meet the standards of ASME Section IX or EN 288 and include non-destructive testing, mechanical testing of cross-weld tensiles, bends, impacts at required temperatures, macrosections and hardness testing where specified for different material types. Inspection and non-destructive testing of completed welds must be performed according to the standards by qualified personnel and meet the acceptance criteria.
This document provides information and resources for evaluating the performance of a mechanical maintenance supervisor, including:
1. A sample performance evaluation form with sections to rate performance factors, document strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating different skills like attitude, creativity, decision-making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods for performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, Behavioral Observation Scales, and 360 Degree Feedback.
The document discusses various joining and assembly processes. It begins by defining assembly as joining elements together to form a final product, which can be done by human workers or machines. It then discusses various fusion welding processes like oxyfuel welding, arc welding, plasma arc welding, and laser beam welding. It also discusses solid state welding processes like friction welding, ultrasonic welding, roll bonding, and diffusion welding. The key information is that the document provides an overview of various welding and assembly techniques.
This document discusses two mechanisms of plastic deformation in metals: slip and twinning. Slip involves the sliding of crystal blocks along crystallographic planes called slip planes, analogous to pushing cards in a deck. Twinning results in a mirrored orientation of a crystal portion. Slip is the primary deformation mechanism and occurs when shear stress exceeds a critical value, following Schmid's law. Twinning occurs when slip is not possible and results in a deformed mirrored grain. The document compares the characteristics and conditions of slip versus twinning.
This document provides information about various heat treatment processes including annealing, normalizing, hardening, tempering, and hardenability. It describes the purposes and procedures for each process, including the effects on microstructure and material properties. Examples are given to illustrate how to determine the final microstructure based on time-temperature treatments using TTT diagrams.
The document discusses the process of rolling metals. It begins by defining rolling as the plastic deformation of materials caused by compressive force applied through revolving rolls, which reduces the thickness and increases the length of the workpiece. It then discusses hot rolling and cold rolling processes. Hot rolling is performed above the recrystallization temperature and allows for large deformation, while cold rolling is used for finished sheets and plates. The document also covers grain structure changes during rolling, mechanics of rolling including forces, entry conditions, and roll pressure distribution. It concludes with discussing types of rolling mills.
This document provides information and resources for performing a performance appraisal of a structural drafter. It includes a sample structural drafter performance appraisal form with sections for reviewing performance factors, strengths and accomplishments, areas for improvement, and a performance plan. It also gives examples of phrases to use in appraising different performance areas like attitude, creativity, decision making, and teamwork. Finally, it outlines the top 12 methods for conducting a structural drafter's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The goal is to help managers formally evaluate and provide feedback on a structural drafter's job performance.
This document discusses heat treatment methods for controlling material properties of metals and alloys. It describes how heating metals to certain temperatures can cause phase changes that modify microstructures and influence properties like strength, hardness, and wear resistance. Specific heat treatment methods are outlined, including hardening, annealing, normalizing, and tempering, and how they impact phase transformations and material properties on iron-carbon phase diagrams. Surface hardening techniques are also mentioned.
This document provides information and resources for performance evaluations of civil engineers, including:
1. A 4-page sample civil engineer performance evaluation form with rating scales for various performance factors.
2. Links to free eBooks and resources on performance appraisal phrases, forms, methods, key performance indicators, and tips for self-appraisals.
3. Descriptions of the top 12 methods for civil engineer performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Checklist and weighted checklist methods are also discussed.
Heat treatment, phases, microstructures and its propertiesHitesh Basitti
The document discusses phases, microstructures, and properties in materials. It defines a phase as a region that differs in structure and/or composition from another region. It explains that phase diagrams provide information on the number and types of phases present at different temperatures and compositions, and can show equilibrium solid solubility and temperature ranges for phase changes. Gibb's phase rule relates the number of phases, components, and degrees of freedom in a system. Solid solutions are discussed as single-phase atomic mixtures, including substitutional and interstitial types. The iron-carbon phase diagram is examined in detail, outlining the different phases such as austenite, ferrite, cementite, and eutectic or peritectic
This document discusses various properties of engineering materials. It describes 12 key mechanical properties - elasticity, plasticity, toughness, resilience, tensile strength, yield strength, impact strength, ductility, hardness, fatigue, creep, and wear resistance. These properties determine how materials behave under applied forces. The document also examines stress-strain curves and how they relate to elasticity and plasticity. Factors that influence properties like hardness, toughness, creep, and wear are also outlined.
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.
This document defines and describes various failure modes including fracture, fatigue, creep, and corrosion. It discusses how fracture occurs through crack initiation and propagation, and is influenced by temperature, strain rate, and material properties. Fatigue refers to failure from repeated or fluctuating stresses. Creep is time-dependent plastic deformation that occurs under high or low temperatures depending on the material. Corrosion is the destructive interaction of a material with its environment through chemical or electrochemical reactions.
This document discusses different types of phase diagrams that can be used to represent alloy systems. It describes four main types:
1) Complete solid solubility - The metals are soluble in both the liquid and solid states, forming a substitutional solid solution.
2) No solid solubility - The metals are soluble only in the liquid state and insoluble in the solid state, resulting in separate metal phases.
3) Partial solid solubility - The metals are soluble in the liquid state but only partially soluble in the solid state, allowing for intermediate phases.
4) Congruent melting - One phase changes isothermally into another phase without changing composition, represented as a vertical line on the phase diagram
This document contains materials for evaluating the performance of a junior engineer, including:
1) A four-page job performance evaluation form for rating a junior engineer's performance, strengths/accomplishments, areas for improvement, and signatures.
2) Links to online resources for performance appraisals, including sample forms, phrases, and tips.
3) Two additional pages providing example positive and negative performance review phrases for evaluating a junior engineer's attitude, creativity, decision-making, and other skills.
This document provides information about flux cored arc welding (FCAW). It discusses that FCAW uses a continuously fed tubular electrode containing flux to produce high quality welds at a relatively high deposition rate. The document outlines the FCAW process, principles, modes of metal transfer, variables like current, voltage and travel speed, applications like ship building, and advantages like high productivity and disadvantages like potential porosity.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
The document discusses various welding processes used in construction. It begins by classifying welding processes into categories such as arc welding, oxyfuel welding, resistance welding, and solid state welding. It then describes specific arc welding processes like shielded metal arc welding (SMAW), gas tungsten arc welding (GTAW), gas metal arc welding (GMAW), flux cored arc welding (FCAW), and submerged arc welding (SAW). The document also covers topics like the concept of arc welding, power sources and polarity, shielding requirements and applications, consumable and non-consumable electrodes, and provides more details on processes like SMAW and GTAW.
This document summarizes information about welded joints from an active learning assignment. It includes:
1) An introduction to welded joints, defining welding as a process of joining metallic parts through heating and fusion.
2) Advantages of welded joints like higher efficiency, lighter weight, and flexibility in welding procedures.
3) Limitations of welded joints including poorer vibration resistance and inability to join different materials. Examples of welded machine components are also given.
4) An overview of different types of welded joints like butt joints, fillet welds, corner welds, and T-welds.
What is wps important tips regarding to wpsWeld Maniac
A welding procedure specification (WPS) is a document that provides parameters for welding, including joints, metals, positions, and variables. There are three types of variables: essential, non-essential, and supplementary essential. Essential variables require requalification if changed, while non-essential variables can be changed without requalification. WPS and procedure qualification records (PQR) are qualified according to material groups designated by P-numbers, with PQR tests needed to support welding between specific P-number combinations. Qualification with a given P-number tests qualifies welding within certain P-number ranges depending on materials and filler metals used.
This document discusses factors that motivate employees and the manager's role in fostering motivation. It identifies that motivation comes from both internal factors like feelings, thinking, actions, and physiology, as well as external environmental stimuli. The manager can positively influence motivation by setting clear and achievable goals, providing praise and feedback, ensuring employees have the resources to do their jobs, treating all employees fairly, and basing rewards on job performance. Even with the best efforts, some employees may still lose motivation at times.
This document discusses the selection of forging equipment and stock size for open and closed die forging. It begins by classifying forging equipment into work-restricted and stroke-restricted machines such as hammers, presses, and hydraulic presses. It then describes open and closed die forging processes and considerations for die design such as flash, gutter, draft angles, and variation of stroke with load. The document concludes by providing design considerations for blocker, finisher, trim tools, and punches.
Sanjary Educational Academy Provides CWE Certified Welding Engineer Course Training and Certification to Engineer / Individuals
for more details visit: http://www.sanjaryacademy.com/sea-cwe-certified-welding-engineer/
The document provides information about the AWS Certified Welding Engineer (CWEng.) certification. It outlines the minimum education and work experience requirements, which include a B.Sc. in engineering or related field plus 1-15 years of experience depending on education level. SIRIM Berhad offers a 5-day intensive training course to help candidates prepare for the CWEng. exam, covering topics like materials science, welding processes, codes and standards. The exam consists of 4 parts testing knowledge of basic sciences, applied sciences, welding disciplines, and practical applications. Certification demonstrates high skills and knowledge in welding engineering.
This document provides information and resources for performing a performance appraisal of a structural drafter. It includes a sample structural drafter performance appraisal form with sections for reviewing performance factors, strengths and accomplishments, areas for improvement, and a performance plan. It also gives examples of phrases to use in appraising different performance areas like attitude, creativity, decision making, and teamwork. Finally, it outlines the top 12 methods for conducting a structural drafter's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The goal is to help managers formally evaluate and provide feedback on a structural drafter's job performance.
This document discusses heat treatment methods for controlling material properties of metals and alloys. It describes how heating metals to certain temperatures can cause phase changes that modify microstructures and influence properties like strength, hardness, and wear resistance. Specific heat treatment methods are outlined, including hardening, annealing, normalizing, and tempering, and how they impact phase transformations and material properties on iron-carbon phase diagrams. Surface hardening techniques are also mentioned.
This document provides information and resources for performance evaluations of civil engineers, including:
1. A 4-page sample civil engineer performance evaluation form with rating scales for various performance factors.
2. Links to free eBooks and resources on performance appraisal phrases, forms, methods, key performance indicators, and tips for self-appraisals.
3. Descriptions of the top 12 methods for civil engineer performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Checklist and weighted checklist methods are also discussed.
Heat treatment, phases, microstructures and its propertiesHitesh Basitti
The document discusses phases, microstructures, and properties in materials. It defines a phase as a region that differs in structure and/or composition from another region. It explains that phase diagrams provide information on the number and types of phases present at different temperatures and compositions, and can show equilibrium solid solubility and temperature ranges for phase changes. Gibb's phase rule relates the number of phases, components, and degrees of freedom in a system. Solid solutions are discussed as single-phase atomic mixtures, including substitutional and interstitial types. The iron-carbon phase diagram is examined in detail, outlining the different phases such as austenite, ferrite, cementite, and eutectic or peritectic
This document discusses various properties of engineering materials. It describes 12 key mechanical properties - elasticity, plasticity, toughness, resilience, tensile strength, yield strength, impact strength, ductility, hardness, fatigue, creep, and wear resistance. These properties determine how materials behave under applied forces. The document also examines stress-strain curves and how they relate to elasticity and plasticity. Factors that influence properties like hardness, toughness, creep, and wear are also outlined.
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.
This document defines and describes various failure modes including fracture, fatigue, creep, and corrosion. It discusses how fracture occurs through crack initiation and propagation, and is influenced by temperature, strain rate, and material properties. Fatigue refers to failure from repeated or fluctuating stresses. Creep is time-dependent plastic deformation that occurs under high or low temperatures depending on the material. Corrosion is the destructive interaction of a material with its environment through chemical or electrochemical reactions.
This document discusses different types of phase diagrams that can be used to represent alloy systems. It describes four main types:
1) Complete solid solubility - The metals are soluble in both the liquid and solid states, forming a substitutional solid solution.
2) No solid solubility - The metals are soluble only in the liquid state and insoluble in the solid state, resulting in separate metal phases.
3) Partial solid solubility - The metals are soluble in the liquid state but only partially soluble in the solid state, allowing for intermediate phases.
4) Congruent melting - One phase changes isothermally into another phase without changing composition, represented as a vertical line on the phase diagram
This document contains materials for evaluating the performance of a junior engineer, including:
1) A four-page job performance evaluation form for rating a junior engineer's performance, strengths/accomplishments, areas for improvement, and signatures.
2) Links to online resources for performance appraisals, including sample forms, phrases, and tips.
3) Two additional pages providing example positive and negative performance review phrases for evaluating a junior engineer's attitude, creativity, decision-making, and other skills.
This document provides information about flux cored arc welding (FCAW). It discusses that FCAW uses a continuously fed tubular electrode containing flux to produce high quality welds at a relatively high deposition rate. The document outlines the FCAW process, principles, modes of metal transfer, variables like current, voltage and travel speed, applications like ship building, and advantages like high productivity and disadvantages like potential porosity.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
The document discusses various welding processes used in construction. It begins by classifying welding processes into categories such as arc welding, oxyfuel welding, resistance welding, and solid state welding. It then describes specific arc welding processes like shielded metal arc welding (SMAW), gas tungsten arc welding (GTAW), gas metal arc welding (GMAW), flux cored arc welding (FCAW), and submerged arc welding (SAW). The document also covers topics like the concept of arc welding, power sources and polarity, shielding requirements and applications, consumable and non-consumable electrodes, and provides more details on processes like SMAW and GTAW.
This document summarizes information about welded joints from an active learning assignment. It includes:
1) An introduction to welded joints, defining welding as a process of joining metallic parts through heating and fusion.
2) Advantages of welded joints like higher efficiency, lighter weight, and flexibility in welding procedures.
3) Limitations of welded joints including poorer vibration resistance and inability to join different materials. Examples of welded machine components are also given.
4) An overview of different types of welded joints like butt joints, fillet welds, corner welds, and T-welds.
What is wps important tips regarding to wpsWeld Maniac
A welding procedure specification (WPS) is a document that provides parameters for welding, including joints, metals, positions, and variables. There are three types of variables: essential, non-essential, and supplementary essential. Essential variables require requalification if changed, while non-essential variables can be changed without requalification. WPS and procedure qualification records (PQR) are qualified according to material groups designated by P-numbers, with PQR tests needed to support welding between specific P-number combinations. Qualification with a given P-number tests qualifies welding within certain P-number ranges depending on materials and filler metals used.
This document discusses factors that motivate employees and the manager's role in fostering motivation. It identifies that motivation comes from both internal factors like feelings, thinking, actions, and physiology, as well as external environmental stimuli. The manager can positively influence motivation by setting clear and achievable goals, providing praise and feedback, ensuring employees have the resources to do their jobs, treating all employees fairly, and basing rewards on job performance. Even with the best efforts, some employees may still lose motivation at times.
This document discusses the selection of forging equipment and stock size for open and closed die forging. It begins by classifying forging equipment into work-restricted and stroke-restricted machines such as hammers, presses, and hydraulic presses. It then describes open and closed die forging processes and considerations for die design such as flash, gutter, draft angles, and variation of stroke with load. The document concludes by providing design considerations for blocker, finisher, trim tools, and punches.
Sanjary Educational Academy Provides CWE Certified Welding Engineer Course Training and Certification to Engineer / Individuals
for more details visit: http://www.sanjaryacademy.com/sea-cwe-certified-welding-engineer/
The document provides information about the AWS Certified Welding Engineer (CWEng.) certification. It outlines the minimum education and work experience requirements, which include a B.Sc. in engineering or related field plus 1-15 years of experience depending on education level. SIRIM Berhad offers a 5-day intensive training course to help candidates prepare for the CWEng. exam, covering topics like materials science, welding processes, codes and standards. The exam consists of 4 parts testing knowledge of basic sciences, applied sciences, welding disciplines, and practical applications. Certification demonstrates high skills and knowledge in welding engineering.
This document discusses key performance indicators (KPIs) for retail department managers. It provides examples of KPIs, performance appraisal forms, and a process for creating KPIs for this position. The document recommends that KPIs be clearly linked to strategy, answer important questions, and empower employees. It also lists common types of KPIs and directs the reader to an external website for additional KPI samples and materials.
The document provides details about the objectives and expected outcomes of a welding engineering training program (Diklat IWE) in Indonesia. The main objectives of the program are to train competent welding engineering experts who are qualified for welding coordinator positions. Upon completing the training, participants are expected to understand and perform welding engineering tasks such as understanding welding science and technologies, planning welding constructions and qualifications, inspections, analyzing problems, reviewing designs, and coordinating welding works according to professional ethics. The document then outlines the theoretical and practical modules that will be covered in the program.
The document provides materials for evaluating the job performance of a database engineer, including:
1) A 4-page performance evaluation form with rating scales to assess an engineer's performance, strengths, areas for improvement, and signatures.
2) Links to additional online resources for performance appraisals, including sample phrases, forms, and guides.
3) 12 categories of performance factors to evaluate, such as administration, communication, decision-making, and safety.
The form and resources allow a manager to conduct a thorough review of a database engineer's work.
Mohammad Jawed Akhtar has over 8 years of experience in supervision of static equipment, piping, and welding activities in refinery and petrochemical industries. He holds a diploma in mechanical engineering and additional qualifications in ultrasonic testing and safety leadership. Akhtar is proficient in AutoCAD and Microsoft Office applications with strong computer skills. His responsibilities have included ensuring safety standards, reviewing engineering designs, managing construction schedules, and overseeing fabrication and welding activities including welder qualifications and test procedures.
This document provides an overview of European and international standards related to welding and fusion joining processes. It lists standards for welding procedure and welder qualification, non-destructive testing methods, classification of welding consumables, quality requirements, and safety and environmental standards. The overview is intended to help welding professionals find the appropriate standards for their application and welding process.
Vous êtes chef d’entreprise ou manager, et vous souhaitez faire progresser votre entreprise.
Vous êtes responsable qualité mais peu familier avec l’ISO 9001.
Vous avez entendu parler de qualité ou ISO 9001 et vous cherchez à en savoir plus.
Le jargon de la norme vous fait peur, etc…
Alors cette FORMATION simple peut vous aider!
This document provides a summary of quality standards for fusion welding, including standards for welders and operator qualification, welding procedures, non-destructive testing, consumables, and safety. It lists numerous DIN and ISO standards covering topics such as welding coordination, procedure specification and qualification, recommendations for welding, temperature measurement, and acceptance criteria for non-destructive testing of steel and aluminum.
This document discusses key performance indicators (KPIs) for a stores manager position. It provides information on developing KPIs, including identifying key result areas, tasks, and methods for measuring results. The document also discusses common types of KPIs and mistakes to avoid when creating KPIs, such as having too many metrics or metrics that do not change based on goals. Additional KPI materials and resources are referenced that can be found on the website kpi123.com.
La ingeniería económica estudia la estimación, formulación y evaluación de los resultados económicos de alternativas para alcanzar un objetivo lucrativo. Se desarrolló en la década de 1930 y sus principios fueron establecidos por pioneros como Arthur Wellington y Eugene Grant. Las técnicas de ingeniería económica ayudan a tomar decisiones evaluando factores como los costos, beneficios y riesgos a corto y largo plazo.
The document is a 15 day industrial training report submitted by a student of the Department of Mechanical Engineering at IES Institute of Technology & Management. It discusses the training completed at Laxmi Engineering Industries Pvt. Ltd, where the student learned about heat transfer devices, specifically shell and tube heat exchangers and surface condensers. The report provides information about the machinery used including various welding, drilling, and planning machines.
The document discusses key terminology and concepts related to welding inspection. Some key points:
- It defines different types of welds (e.g. butt weld, fillet weld), joints (e.g. butt, tee, lap), and weld zones (e.g. weld metal, heat affected zone).
- It discusses joint preparation details like bevel angles, root faces, gaps for different joint types (e.g. single V, single J).
- It covers features of fillet welds like leg length, throat thickness, and how they relate. Leg length and throat thickness determine weld strength.
- It also discusses duties of a welding inspector like observing welding, recording
This document contains information about performance evaluation methods for resident engineers, including example phrases and templates. It provides links to additional online resources on performance appraisals. The main body discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist/weighted checklist methods. For each method, it provides a brief overview and examples of how they could be applied to evaluate a resident engineer's performance.
This document contains materials for evaluating the job performance of a lead engineer, including:
- Four pages of a job performance evaluation form covering factors like administration, communication, decision-making, and areas for improvement. Performance is rated on a scale from outstanding to unsatisfactory.
- A list of online resources for useful performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
- Two additional pages providing example performance review phrases for evaluating an engineer's attitude, creativity, and decision-making skills.
This document contains materials for evaluating the job performance of a drilling engineer, including:
1) A 4-page performance evaluation form with rating scales for evaluating an engineer on factors like administration, knowledge, communication, and more.
2) Examples of positive and negative performance review phrases for 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, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the performance of a build engineer, including:
1. Sample performance evaluation forms for a build engineer with rating scales and categories like skills, quality of work, leadership, and more.
2. Links to free eBooks and resources on performance appraisal phrases, forms, methods, and key performance indicators (KPIs) for evaluating build engineers.
3. Descriptions of the top 12 methods for performance evaluation, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree/multi-rater feedback. Checklists and weighted checklists are also discussed.
This document contains materials for evaluating the job performance of a release engineer, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, teamwork, and customer service.
2) Links to additional online resources for performance appraisals, including sample forms, phrases, and tips.
3) Examples of performance review phrases for evaluating an engineer's attitude, creativity, and decision-making skills.
The evaluation form provides a structured way to assess the release engineer's work performance and set goals for improvement in key areas important to the role.
This document contains information related to performance evaluation forms and methods for mining engineers. It includes a sample job performance evaluation form spanning 4 pages 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 performance reviews and describes the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. The document provides resources and templates for conducting mining engineer performance reviews.
This document contains materials for evaluating the job performance of a power engineer, including:
1) A 4-page job performance evaluation form with ratings scales for evaluating an employee's performance in areas like administration, communication, decision-making, safety, and customer service.
2) Links to additional online resources for performance appraisals, including sample forms, phrases for evaluations, and tips for writing self-appraisals.
3) Examples of positive and negative performance review phrases for evaluating an employee's attitude, creativity, decision-making, and other skills.
This document contains materials for evaluating the performance of a pipeline engineer, including:
1. A 4-page job performance evaluation form with ratings for various performance factors like administration, communication, decision-making, and a section for comments.
2. Examples of performance review phrases for evaluating an engineer's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360-degree feedback.
This document contains information about performance evaluation methods for combat engineers, including example phrases and templates. It provides resources for developing job performance evaluations, with sections on:
1. An overview of 12 common performance appraisal methods for combat engineers such as management by objectives, critical incident reporting, and 360-degree feedback.
2. Examples of performance review phrases for evaluating skills like decision-making, problem-solving, teamwork, and attitudes.
3. A 4-page performance evaluation form template for rating combat engineers on administrative skills, communication, safety, and other factors.
This document contains information about performance evaluation forms and methods for mechanical engineers. 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 phrases that can be used in performance reviews and describes the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The document provides templates and guidance for conducting formal performance reviews for mechanical engineers.
This document contains materials for evaluating the job performance of a structural engineer, including:
1. A 4-page job performance evaluation form with rating scales for evaluating an engineer on factors like administration, knowledge, communication, and more.
2. Examples of performance review phrases for attributes like attitude, creativity, decision-making, and interpersonal skills.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
The document provides materials for evaluating the job performance of an associate engineer, including:
1) A 4-page performance evaluation form covering an engineer's performance in areas like administration, communication, teamwork, and decision-making. Ratings include outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory.
2) Links to online resources on performance appraisal phrases, forms, methods, and key performance indicators.
3) Sample performance review phrases for an engineer's attitude, creativity, and decision-making.
This document provides information and resources for evaluating the performance of a principal engineer, including:
1. Sample performance evaluation forms for a principal engineer with rating scales and categories like administration, knowledge, communication, and more.
2. Examples of positive and negative phrases that can be used in a performance review for a principal engineer in areas such as attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for evaluating a principal engineer's performance, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Similar to Welding engineer perfomance appraisal 2 (20)
This document contains information about performance evaluation forms and methods for evaluating an SEO executive. 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 lists phrases that can be used in a performance review for an SEO executive and describes the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. The document provides resources and templates for conducting a thorough performance review of an SEO executive.
The document provides information on performance evaluation methods for purchasing executives. It discusses 12 different methods, including Management by Objectives (MBO), Critical Incident Method, Behaviorally Anchored Rating Scales (BARS), Behavioral Observation Scales (BOS), 360 Degree Performance 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 purchasing managers to understand different approaches to evaluating employee performance.
Production executive perfomance appraisal 2tonychoper1004
This document contains materials for evaluating the job performance of a production executive, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and safety.
2) Links to additional online resources for performance appraisals, including sample forms, phrases, and tips.
3) An 8-page section with example performance review phrases for evaluating attributes like attitude, creativity, and decision-making.
The evaluation form and review phrases are intended to help managers objectively assess and document a production executive's job performance.
This document contains information about performance evaluation methods and forms for packaging engineers. It includes a sample job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also provides examples of performance review phrases for different factors like attitude, creativity, decision-making, and problem-solving skills. Finally, it lists and describes the top 12 methods for packaging engineer performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document aims to provide useful resources for conducting packaging engineer performance evaluations.
This document contains materials for evaluating the job performance of an office engineer, including:
1) A 4-page job performance evaluation form with ratings scales for evaluating an employee's performance in areas like administration, communication, teamwork, decision-making, and more.
2) A list of 6 online resources for useful performance appraisal materials like sample phrases, forms, and guides for setting up performance management systems.
3) A section with sample performance review phrases for evaluating an office engineer's attitude, creativity, decision-making, and other skills.
This document contains materials for conducting a performance evaluation of a legal executive, including:
1) A 4-page performance evaluation form for rating an employee's performance, strengths/accomplishments, areas for improvement, and developing a performance plan.
2) A list of 6 online resources for additional performance appraisal materials like review phrases and forms.
3) An 8-page section with examples of performance review phrases for evaluating different aspects of an employee's work like attitude, creativity, decision-making, and more.
This document provides information and resources for evaluating the performance of a financial executive, including:
1. A 4-page job performance evaluation form with rating scales for evaluating an employee's performance on factors like administration, communication, decision-making, and customer service.
2. Examples of positive and negative performance review phrases for evaluating an employee's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for conducting performance appraisals of financial executives, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback.
The document provides materials for evaluating the job performance of an event executive, including:
1) A 4-page performance evaluation form covering rating an executive's performance, strengths/areas for improvement, and signatures. Performance is rated across factors like administration, communication, decision-making, etc.
2) A list of online resources for performance appraisal phrases, forms, eBooks on topics like writing self-appraisals and setting up performance systems.
3) A section with sample positive and negative performance review phrases for an event executive's attitude, creativity, and decision-making.
This document contains information about performance evaluation methods for a data engineer, including examples of performance review phrases. It discusses 12 common methods for evaluating a data engineer's performance: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist methods. For each method, it provides details on how the method works and examples of positive and negative phrases that could be used in a performance review. The document is intended to provide useful resources for conducting a data engineer's performance appraisal.
Customer support executive perfomance appraisal 2tonychoper1004
This document contains information about performance evaluation forms and methods for evaluating customer support executives. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on various factors such as administration, knowledge, communication, and customer service. It also provides examples of positive and negative phrases that can be used in evaluations for different performance areas including attitude, problem-solving, and teamwork. Finally, it outlines several 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 goal of the document is to provide resources and guidance for effectively evaluating customer support executive performance.
This document contains materials for performing a performance evaluation of a controls engineer, including:
1) A 4-page performance evaluation form with rating scales for evaluating an engineer on factors like administration, knowledge, communication, and more.
2) Examples of positive and negative performance review phrases for various skills.
3) An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document contains information about performance evaluation forms and methods for commissioning engineers. 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 provides examples of performance review phrases for various skills and lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The document aims to provide useful resources for conducting comprehensive performance evaluations of commissioning engineers.
3. Job Performance Evaluation Form Page 3
I. Welding engineer 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. Welding engineer performance phrases
1.Attitude Performance Review Examples – welding engineer
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 welding engineer
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 – welding engineer
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 – welding engineer
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 – welding engineer
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 – welding engineer
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 welding engineer 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…