Common Criteria in Evaluation

Save

Job evaluations, also called performance reviews or appraisals, can be helpful tools for employer and employee when done well. However, a poorly written evaluation can lead to future problems between boss and employee. A key to a well-written job performance evaluation is establishing specific criteria for the task.

Traits

  • One aspect of employee evaluations concerns the personal characteristics, or traits, of the employee. This can be a difficult area to be objective in, so a graphic rating scale can be somewhat helpful. Employee traits on a performance evaluation can include work ethic, tact when dealing with others, concern for team members, ambition, enthusiasm or creativity. This may be displayed in a chart with a space to mark categories with ratings, such as "Always," "Almost Always," "Often," "Sometimes," "Almost Never" and "Never."

Behavior

  • Behaviors that may be considered during a job performance evaluation include things such as attendance, punctuality, participation in meetings, ability to compromise or resolve conflict with coworkers and effectively solve customer problems. These evaluations are especially helpful if made more concrete by giving specific examples of positive and negative behaviors in the category. For instance, while addressing solving customer problems, you could list some examples of customer feedback about the employee.

Ability and Knowledge

  • Part of an employee's success in work will depend on the ability and knowledge the employee possesses. Include as much specific information in a job evaluation as possible. List all conferences, seminars, classes and education the employee has undertaken to benefit his employment. List examples of skills the worker already possesses, those he is currently improving and those skills or abilities he still needs to develop.

Results

  • This is a section of the evaluation where concrete examples of how an employee's traits, knowledge and performance have paid off for the company. Examples can include ways the employee saved money for the company or brought in money for the employer. Specific steps taken and dollar amounts should be included, as specificity is crucial to a well-written employee performance evaluation. Make comparisons to previous evaluations to see how the employee has progressed.

References

Promoted By Zergnet

Comments

You May Also Like

  • Examples of Job Evaluations

    A job evaluation determines its value relative to other jobs in a company or industry. Ideally, the job description defines the skills...

  • HR Evaluation Criteria

    Employee evaluations are done by most employers. While the criteria employees use can differ widely, the list is generally limited to a...

  • Employee Evaluation Criteria

    Many employers evaluate their employees to determine which workers are most instrumental to their business' success and identify those who need additional...

  • Interview Evaluation Criteria

    Because of heightened awareness of the need for fair hiring practices, human resources departments typically establish interview evaluation criteria prior to the...

  • Objective Vs. Subjective Evaluation Criteria

    Evaluation of student knowledge is central to many classrooms in America. Although assessment is nothing new, with the introduction of the No...

  • Behavior-Based Measures in Employee Evaluations

    Behavior-based measures are vital for employee performance evaluations. This type of evaluation is based on how often associates display desired behaviors. The...

  • Common Errors in Performance Appraisals

    Performance appraisal errors impede the ability of a manager to critique and motivate an employee for better performance.

  • Types of Performance Evaluation Systems

    No company or organization is immune to a shakeup as a result of the economic downturn and global competition. For many companies,...

Related Searches

Check It Out

3 Day-to-Night Outfits for the Work Week

M
Is DIY in your DNA? Become part of our maker community.
Submit Your Work!