This document contains materials for evaluating an engineer's job performance, including:
1. A 4-page performance evaluation form for rating an engineer on factors like administration, knowledge, communication, and more. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. A list of 6 effective performance appraisal methods for engineers, such as management by objectives, critical incident method, and 360 degree feedback.
3. Sample phrases for writing performance reviews on various skills and traits, both positive and negative, for things like attitude, creativity, decision-making, and teamwork.
The document provides a comprehensive template and guidance for conducting a thorough job performance review for an engineer.
The document provides guidance on writing a self-review for a performance evaluation. It explains that the purpose is to allow employees to communicate their accomplishments and influence the review process. It offers tips on highlighting strengths and weaknesses, being believable, and focusing on future improvement when discussing areas to improve. Sample phrases are provided that employees can use to describe their performance in areas like communication, customer service, teamwork, and innovation. The document stresses being concise while providing an accurate picture of accomplishments for the supervisor.
This document contains a performance review form for an employee. It includes three parts: an introduction outlining the company's commitment to employees and the purposes of performance reviews, discussion questions for the employee and supervisor to complete in advance, and a section for rating the employee on professional attributes. The introduction emphasizes developing employees professionally and personally to exceed expectations. The discussion questions address expectations, resources, engagement, recognition, and development. The attribute rating focuses on commitment to quality, dedication, and continuous improvement.
This document provides samples of comments and phrases to use in employee performance reviews for various categories, including attitude, attendance, communication, and cooperation. For each category, it gives examples of positive and negative phrases for employees who exceed expectations, meet expectations, and fail to meet expectations. It also provides additional context and explanations for evaluating employee performance in these key areas. The document aims to help managers write effective performance reviews by choosing the right phrases and comments for each employee's specific situation and level of performance.
Creative art director performance appraisalMarkHughes678
This document provides information and resources for evaluating the performance of a creative art director. It includes a job performance evaluation form with sections for planning and reviewing performance, rating performance factors, noting strengths and areas for improvement, and developing a plan of action. The form also includes sections for employee and manager signatures. The document then lists phrases that can be used in a performance review for a creative art director and outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for evaluating the performance of a senior consultant. It includes a 4-page job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists phrases that can be used in a performance review for a senior consultant and describes the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The resources are intended to help structure a thorough performance review process for a senior consultant.
Information technology assistant performance appraisalFrancescoTotti012
This document provides a job performance evaluation form for an information technology assistant. It includes:
1. Links to free resources on performance appraisal phrases, forms, methods and key performance indicators.
2. A multi-page evaluation form to rate an IT assistant's performance based on factors like administration, communication, teamwork, decision-making, customer service, and safety. Performance is rated on a scale from outstanding to unsatisfactory.
3. Sections for employee strengths, areas for improvement, and developing a plan of action. It also reviews the employee's job description and gets signatures from the employee and evaluators.
4. Examples of performance review phrases for an IT assistant's attitude, creativity, and
This document provides information and resources for evaluating the job performance of a logistic administrator, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form spanning 8 pages with sections to rate performance factors, comment on strengths/improvements, set goals, and obtain signatures.
3. Examples of performance review phrases for evaluating a logistic administrator'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 360 degree feedback
Building maintenance supervisor performance appraisalPaulScholes012
This document provides information and resources for evaluating the job performance of a building maintenance supervisor. It includes a sample performance evaluation form spanning 8 pages with sections to rate performance factors, employee strengths and areas for improvement, and signatures. It also lists common phrases to use in evaluations and the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The goal is to help supervisors formally assess maintenance supervisors' work quality, skills, behaviors and overall job performance.
This document summarizes an employee's performance review. It rates the employee in several criteria like quality of work, communication skills, safety practices, and attendance on a scale of outstanding, exceeds expectations, meets expectations, needs improvement, and unsatisfactory. Based on the ratings in each criteria and comments from the employee and supervisor, an overall performance rating is given. Areas for improvement are identified and goals are set to enhance the employee's performance over the coming review period.
What is a staff accountant job description, What is a staff accountant goals & objectives, What is a staff accountant KPIs & KRAs, What is a staff accountant self appraisal
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The document provides guidance on writing effective performance appraisals, including discussing the purpose of performance appraisals, preparation tips, different appraisal methods like ranking, rating scales, checklists, and examples of feedback phrases. It also lists additional resources on performance appraisal forms, templates, and techniques to help managers structure appraisals that motivate employees and assess performance over the review period.
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Employees comments on performance appraisallindaparker079
This document discusses employees comments on performance appraisals. It provides tips for conducting mid-year performance reviews separately from compensation discussions to encourage open feedback. Managers should be honest in their evaluations, focus on issues not personal attributes, and solicit employee self-assessments. Proper preparation including specific examples of achievements and weaknesses throughout the year helps ensure credible reviews. The document also outlines several common performance appraisal methods and provides additional related topics.
15 questions for effective employee evaluationGroSum
How’d you like to have a look at the most effective questions to evaluate employees during performance reviews?
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The document discusses agile continuous performance management and outlines best practices for conducting performance reviews. It recommends that feedback be given frequently through ongoing "check-ins" to feel more natural. When conducting reviews, managers should evaluate job requirements, compare strengths/weaknesses, highlight improvement areas, evaluate previous goals, and recommend new goals. Reviews should welcome employee input and focus on development. Presentations should clearly outline the evaluation and set employees up for success through actionable feedback and goal-setting.
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How to Empty a One2Many Field in Odoo 17Celine George
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This presentation was provided by Shaina Lange of Kidney News, and Dianndra Roberts of the Royal College of Psychiatrists (RCPsych), for the fifth session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Five: 'DEIA in Peer Review,' was held July 11, 2024.
This is an introduction to Google Productivity Tools for office and personal use in a Your Skill Boost Masterclass by the Excellence Foundation for South Sudan on Saturday 13 and Sunday 14 July 2024. The PDF talks about various Google services like Google search, Google maps, Android OS, YouTube, and desktop applications.
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Sample performance review phrases
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Performance review guides
Whether it's quarterly, biannually, or yearly, nearly all employees receive a performance review from
their managers and bosses. Performance reviews, also known as performance appraisals or evaluations,
are a way for an employer to give constructive feedback to their employees on the job they are doing.
While some are more formal than others, performance reviews give bosses and managers an
opportunity to detail both the good and bad aspects of each employee. From the work they produce to
the attitude they display, all parts of an employee's performance are under review.
The goal of a performance evaluation is to give workers feedback on what they are doing right and what
needs to be improved. While regular dialogue with employees is important for managers in order to
ensure their employees are staying on task, formal reviews can come with much greater consequences.
Good reviews can help determine which employees deserve raises or promotions, while a poor one can
give an employer the proof they need to demote or in some cases terminate a staff member.
In addition to judging an employee's past performance, reviews also provide an excellent time for both
the employee and employer to look forward. Evaluations should include goals for the future. By setting
goals in a formal manner, employees will better understand the objectives that need to be met in order
to achieve positive reviews moving forward.
Writing a performance review
While managers might not enjoy spending time writing their employee evaluations, they do see the
benefits that come from them. A recent study by the staffing firm Accountemps revealed that more than
90 percent of executives feel their performance reviews are effective.
"The success or failure of an appraisal depends on how clearly both performance expectations and
feedback are communicated to employees," said Max Messmer, chairman of Accountemps.
Performance review phrases comments/ free download examples Page 1
2. When writing a performance review, bosses should avoid criticizing an employee in general and should
not sugarcoat any problems, but also not focus solely on negative aspects of a staff member's
performance.
Those conducting performance reviews should instead look at the following steps provided by
Accountemps as an example of how to conduct effective employee performance reviews:
Provide constructive feedback on specific performance issues so staff members know exactly
what they need to improve on.
Be upfront about areas that need improvement.
When discussing the review, managers should engage their employees. It should be a two-way
conversation.
Employees should be required to conduct their own self-assessment as a way to judge how well
they think they are performing.
Bosses should also be telling staff members what they are doing well as a way to recognize
accomplishments and reinforce positive performance.
Bosses should ask for feedback from other colleagues for a more well-rounded review.
Richard Grote, author of "The Performance Appraisal Question and Answer Book: A Survival Guide for
Managers" (AMACOM 2002), advises that instead of using terms such as "good" or "excellent" in a
review, employers should opt for more measurement-oriented language. He told HRCareers.com that
action words such as "excels," "exhibits," "demonstrates," "grasps," "generates," "manages,"
"possesses," "communicates," "monitors," "directs" and"achieves" are much more meaningful.
Ken Lloyd, author of Performance Appraisals & Phrases For Dummies (For Dummies 2009), offers a
range of words and phrases managers could be using for each type of employee responsibility, including:
Quality and quantity of work: accuracy, thoroughness, productivity and goal attainment
Communication and interpersonal skills: teamwork, cooperation, listening, persuasion and
empathy
Planning, administration and organization: goal setting, prioritizing and profit orientation
Leadership: accessibility, responsiveness, decisiveness, collaboration and delegating
Job knowledge and expertise: knowledge base, training, mentoring, modeling and researching
Attitude: dedication, loyalty, reliability, flexibility, initiative, energy and volunteering
Ethics: diversity, sustainability, honesty, integrity, fairness and professionalism
Creative thinking: innovation, receptiveness, problem solving and originality
Self-development and growth: learning, education, advancement, skill building and career
planning
Performance Improvement Plan
Performance review phrases comments/ free download examples Page 2
3. Employees whose performance is deemed subpar during an evaluation are often subjected to a
Performance Improvement Plan (PIP), which is designed to boost an employee's performance by setting
clear expectations and goals for the future. It gives an employee the opportunity to improve
performance before more drastic steps, such as being fired, are taken.
According to the University of Texas at Dallas, an effective Performance Improvement Plan will:
Specifically identify the performance to be improved or the behavior to be corrected.
Provide clear expectations and metrics about the work to be performed or behavior that must
change.
Identify the support and resources available to help the employee make the required
improvements.
Establish a plan for reviewing the employee's progress and providing feedback to the employee
for the duration of the Performance Improvement Plan.
Specify possible consequences if performance standards as identified in the plan are not met.
II. Performance review tips
1. The employee should never hear about
positive performance or performance in
need of improvement for the first time at
your formal performance discussion meeting,
unless it is new information or insight.
Effective managers discuss both positive
performance and areas for improvement
regularly, even daily or weekly. Aim to make
the contents of the performance review
discussion a re-emphasis of critical points.
2. No matter the components of your performance review process, the first step is goal
setting.
It is imperative that the employee knows exactly what is expected of his or her performance.
Your periodic discussions about performance need to focus on these significant portions of the
employee’s job. You need to document this job plan: goals and expectations in a job plan or job
Performance review phrases comments/ free download examples Page 3
4. expectations format, or in your employer's format. Without a written agreement and a shared
picture of the employee’s goals, success for the employee is unlikely.
3. During preparation and goal setting, you need to make how you will evaluate the
employee’s performance clear.
Describe exactly what you’re looking for from the employee and exactly how you will evaluate
the performance. Discuss with the employee her role in the evaluation process. If your
organization’s performance review process includes an employee self-evaluation, share the form
and talk about what self-evaluation entails.
4. Avoid the horns and halo effect in which everything discussed in the meeting involves
positive and negative recent events.
Recent events color your judgment of the employee’s performance. Instead, you are responsible
to document positive occurrences such as completed projects, and negative occurrences such as a
missed deadline, during the entire period of time that the performance review covers. (In some
organizations, these are called critical incident reports.) Ask the employee to do the same so that
together you develop a comprehensive look at the employee’s performance during the time
period that your discussion covers.
5. Solicit feedback from colleagues who have worked closely with the employee.
Sometimes called 360 degree feedback because you are obtaining feedback for the employee
from his boss, coworkers, and any reporting staff, you use the feedback to broaden the
performance information that you provide for the employee. Start with informal discussions to
obtain feedback information. Consider developing a format so that the feedback is easy to digest
and share by the manager.
6. If your company uses a form that you fill out in advance of the meeting, give the
performance review to the employee in advance of the meeting.
This allows the employee to digest the contents prior to her discussion of the details with you.
This simple gesture can remove a lot of the emotion and drama from the performance review
meeting.
7. Prepare for the discussion with the employee.
Performance review phrases comments/ free download examples Page 4
5. Never go into a performance review without preparation. If you wing it, performance reviews
fail. You will miss key opportunities for feedback and improvement and the employee will not
feel encouraged about his successes. The documentation that you maintained during the
performance review period serves you well as you prepare for an employee's performance
review.
8. When you meet with the employee, spend time on the positive aspects of his or her
performance.
In most cases, the discussion of the positive components of the employee’s performance should
take up more time than that of the negative components. For your above average performing
employees and your performing employees, positive feedback and discussion about how the
employee can continue to grow her performance should comprise the majority of the discussion.
The employee will find this rewarding and motivating.
9. The spirit in which you approach this conversation will make a difference in whether it is
effective.
If your intention is genuinely to help the employee improve, and you have a positive relationship
with the employee, the conversation is easier and more effective. The employee has to trust that
you want to help him improve his performance. He needs to hear you say that you have
confidence in his ability to improve. This helps him believe that he has the ability and the
support necessary to improve.
Performance review phrases comments/ free download examples Page 5