Job Performance Evaluations

Written by Patricia Skinner
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If you feel that your company could be doing better but you're not sure where, how or why, it may be time to think about conducting job performance evaluations on your employees. This type of assessment is generally highly unpopular with the workforce because they see it as some kind of criticism of their output. While this may be true, it is important to try and place a positive emphasis on the proceedings so that everyone sees it is a necessary part of improving the company for the benefit of all.

Conducting Job Performance Evaluations

It usually makes sense to arrange job performance evaluations so that each individual job is assessed on several levels, and each individual worker is also assessed. The most common medium for such evaluation is in the form of a questionnaire to be filled out by the assessing team. The questions included on the form would vary from company to company, and yet follow the same basic format.

Obviously the workers involved need to be identified, along with the period for which they are being assessed (time of day and length of assessment, for example). Levels of performance need to be defined in order to set guidelines for the evaluation. The critical performance factors need to be identified for each essential duty being performed by the employee, and for this process it is advisable to seek the help of experts.

Of course even the most extensive job performance evaluations are only as useful as the results that follow. For this reason, the follow up recommendations, along with any actions taken to improve employee performance are key. Again, consultant professionals should be able to help with advice on any training programs that might be introduced, and improvements or additions to employee guidance and information that may help.


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