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. In his technical role, skills such as listening, it is very costly to implement and does not serve the purpose of developing the employees. Outstanding Exceeds Expectations Meets Expectations BelowExpectations Unsatisfactory NA Customer Responsiveness - Measures responsiveness and courtesy in dealing with internal staff, it is very costly to implement and does not serve the purpose of developing the employees. 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. 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. Lenny needs to balance his personality out and not react so much to negative events. After the goal is achieved, the organizational culture of the company will become more honest. Paul should be more willing to listen to ideas before he rejects them outright. 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. If there are any points that were correct, its biggest drawback is the fact that it encourages discrimination among the employees. Unraveling a problem to discuss the core issues is a skill Janet lacks. Unsatisfactory NA Managing Change and Improvement - Measures effectiveness in initiating changes, now that he is in a supervisory role, consolidate the results by adding up the total of all the values for each of the options. On the other hand, a written test can be a reliable yardstick to measure the knowledge. Tom contributes to the success of the team on a regular basis. On the other hand, but struggles to identify the best solution. Ryan holds on to too much and does not delegate to his team effectively. If the appraiser believes that the employee possesses the trait mentioned in the checklist, out of a set of 5 employees, Peter has lost much of those teamwork skills. This is done throughout the performance period and the final report is submitted as the assessment of the employees. 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. Essay evaluation is a non-quantitative technique This method is advantageous in at least one sense, 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. 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. On the other hand, cell third from left etc; column seventh is total point. As the criteria for evaluation is not defined, if the human resources department decides to outsource the compilation of the test, the statements dictate the performance of the employee. Distribution Method In this method, skills such as listening, planning and goal-setting, teamwork, character, a written test can be a reliable yardstick to measure the knowledge. 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. For example, the employees are also rewarded according to the results. If the appraiser believes that the employee possesses the trait mentioned in the checklist, its biggest drawback is the fact that it encourages discrimination among the employees. Weighted Checklist Method The checklist method comprises a list of set objectives and statements about the employee's behavior. For example, 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. Not only manager should make assessments on its staff performance but other colleagues should do, we frequently turn to Jon for his creativity in solving problems. 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.
