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It provides a series of areas for ranking -- from 1, meaning "consistently exceeds job objectives,
to 5, meaning "fails to meet job objectives." It ranks "performance skill factors," such as the
employee's knowledge of the job, quantity of work produced, quality of work, written and verbal
communications and whether the employee accepts ownership of her work. It also ranks
"performance trait factors," such as dependability, initiative and innovation. An evaluation
section supervisory performance includes rankings of managers' financial management,
supervisory skills, personal and corporate leadership. The form also includes an area on the
employee's previous goals and whether he reached those goals, as well as space for a list of other
accomplishments, for key objectives for the upcoming year and for a professional/personal
development plan. There is a space for supervisors and employees to sign the evaluation.
Creating Evaluation
To create an employee evaluation for your nonprofit, Christina L. Greathouse of Strategic
Performance Group offers a few pointers. Consider what behaviors you want the evaluation to
stress. She notes that many forms contain performance dimensions such as "teamwork,"
"leadership" and "adaptability," but individual organizations need to chose the skills and
competencies that are the ones to lead the nonprofit to success. Avoid hiring employees based on
one set of criteria and then evaluating them on different competencies and behaviors, which will
just leave both parties frustrated. Greathouse also advises ensuring that performance standards
are clear, measurable, observable and can be developed in the workplace or with outside
instruction.
Overcoming Dread
Sheri Mazurek, Certified Senior Professional in Human Resources, notes that employees dread
evaluation because they feel little control over it. Their managers get to rate them on
performance, which can be very subjective. Managers also feel anxiety over evaluation results.
Mazurek recommends setting clear expectations on the first day of the employee's job and then
providing feedback on her work all year long. This helps prevent surprises at review time. Also,
managers should not complete and sign evaluation forms until after they have talked over each
review item with the employee.
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1. Essay Method
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an