Common Criteria in Evaluation


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.


  • 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."


  • 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.


  • 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.

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