Hi Arpita,
I am looking for the various criteria and elements under each criterion taken into consideration for evaluating performance. Can somebody help me out with it?
Eg of criteria: Communication effectiveness, managerial effectiveness, etc.
Thank you.
From India, Hyderabad
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3I am looking for the various criteria and elements under each criterion taken into consideration for evaluating performance. Can somebody help me out with it?
Eg of criteria: Communication effectiveness, managerial effectiveness, etc.
Thank you.
From India, Hyderabad
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Hi,
Please tell me what criteria you are exactly looking for. You can include punctuality, leaves, latecomings, quality of work, commitment, reliability, interpersonal relations, attitude towards change and learning, leadership skills, etc. I can assist you if you clarify your specifications.
Gunjan
From India, New Delhi
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Please tell me what criteria you are exactly looking for. You can include punctuality, leaves, latecomings, quality of work, commitment, reliability, interpersonal relations, attitude towards change and learning, leadership skills, etc. I can assist you if you clarify your specifications.
Gunjan
From India, New Delhi
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Hey Gunjan,
Here are the elements that I gathered on the criteria of communication, approach to work, and supervisory/leadership skills. Based on that, can you elaborate on leave, late comings, reliability, attitude, etc.
Communication
- Shares information willingly
- Accepts constructive criticism without defensiveness
- Gives equal weight to others' ideas
- Direct and open in expressing differences of opinion
- Resolves differences using facts and data
- Treats others with forthrightness and respect
Approach to Work
- Seeks ways to streamline processes
- Open to new ideas and approaches
- Challenges status quo processes in appropriate ways
- Values continuous improvement
- Helps others solve problems and succeed
Supervisory/Leadership
- Effectively aligns responsibility, accountability, and authority
- Instills pride in performance, service, and quality
- Sets high standards for self, as well as for others
- Employs institutional goals in measuring unit effectiveness
- Supports useful debate and disagreement
- Admits mistakes and moves on
- Accepts responsibility rather than blaming others
- Fosters respect for facts, data, and objective analysis
- Uses analytical tools and measures to improve processes
- Uses data to measure outcomes, track quality, and enable improvement
- Finds win/win solutions
- Sets goals for simplicity, productivity, and process improvement
- Supports experimental and brainstorming that lead to innovation and learning
- Makes decisions based on the institution's best interests
- Improves, rather than accepts, poor interpersonal relationships
Arpita
From India, Hyderabad
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Here are the elements that I gathered on the criteria of communication, approach to work, and supervisory/leadership skills. Based on that, can you elaborate on leave, late comings, reliability, attitude, etc.
Communication
- Shares information willingly
- Accepts constructive criticism without defensiveness
- Gives equal weight to others' ideas
- Direct and open in expressing differences of opinion
- Resolves differences using facts and data
- Treats others with forthrightness and respect
Approach to Work
- Seeks ways to streamline processes
- Open to new ideas and approaches
- Challenges status quo processes in appropriate ways
- Values continuous improvement
- Helps others solve problems and succeed
Supervisory/Leadership
- Effectively aligns responsibility, accountability, and authority
- Instills pride in performance, service, and quality
- Sets high standards for self, as well as for others
- Employs institutional goals in measuring unit effectiveness
- Supports useful debate and disagreement
- Admits mistakes and moves on
- Accepts responsibility rather than blaming others
- Fosters respect for facts, data, and objective analysis
- Uses analytical tools and measures to improve processes
- Uses data to measure outcomes, track quality, and enable improvement
- Finds win/win solutions
- Sets goals for simplicity, productivity, and process improvement
- Supports experimental and brainstorming that lead to innovation and learning
- Makes decisions based on the institution's best interests
- Improves, rather than accepts, poor interpersonal relationships
Arpita
From India, Hyderabad
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Hi,
Here is some explanation of the above-mentioned criteria:
Leaves:
- Total number of leaves taken in the appraisal period
- Month-wise leave status including casual, sick, earned leaves
- Total number of approved leaves (month-wise)
- Number of unapproved leaves (month-wise)
Latecomings:
- Total number of latecomings (month-wise)
- Critical latecomings
- Whether latecomings are regular or rare
Early departures/short leaves:
- Total early departures/short leaves in the appraisal period and every month
- Duration of short leaves
Attitude:
- Attitude towards learning new things
- Flexibility towards change
- Eagerness to learn new things
- Attitude towards colleagues and seniors
- Attitude towards working under pressure
- Attitude towards accepting and working on errors
- Attitude towards others' work
- Importance given to others' work
Discipline:
- Participation in loose talks, unnecessary gatherings, commenting on others
- Disrespectful or discourteous behavior/attitude towards others
Reliability:
1. Non-delaying of work due to early departures or unplanned leaves
2. Helping/assisting others in their work
3. Taking all responsibilities seriously and wholeheartedly
4. Maintaining regular, updated communication
5. Working beyond expectations
6. Inspiring others, maintaining a conducive work environment, and remaining free from biases
I hope this information helps you.
GS
From India, New Delhi
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Here is some explanation of the above-mentioned criteria:
Leaves:
- Total number of leaves taken in the appraisal period
- Month-wise leave status including casual, sick, earned leaves
- Total number of approved leaves (month-wise)
- Number of unapproved leaves (month-wise)
Latecomings:
- Total number of latecomings (month-wise)
- Critical latecomings
- Whether latecomings are regular or rare
Early departures/short leaves:
- Total early departures/short leaves in the appraisal period and every month
- Duration of short leaves
Attitude:
- Attitude towards learning new things
- Flexibility towards change
- Eagerness to learn new things
- Attitude towards colleagues and seniors
- Attitude towards working under pressure
- Attitude towards accepting and working on errors
- Attitude towards others' work
- Importance given to others' work
Discipline:
- Participation in loose talks, unnecessary gatherings, commenting on others
- Disrespectful or discourteous behavior/attitude towards others
Reliability:
1. Non-delaying of work due to early departures or unplanned leaves
2. Helping/assisting others in their work
3. Taking all responsibilities seriously and wholeheartedly
4. Maintaining regular, updated communication
5. Working beyond expectations
6. Inspiring others, maintaining a conducive work environment, and remaining free from biases
I hope this information helps you.
GS
From India, New Delhi
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Hi Gunjan, Thanx a bunch. Those were some vauable inputs. Is there any other parameter that we can further evaluate on? Can you throw some such inputs on team spirit, decision making ability, etc.
From India, Hyderabad
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From India, Hyderabad
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Hi all,
I have prepared the performance appraisal parameters, but can anyone give a suggestion on how to go about it? I am working in a manufacturing industry with 100 employees. Management wants the appraisal to be done once a month. Is it practically possible to manage such a huge amount of data like this? Can anybody help me with this?
From India, Bangalore
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I have prepared the performance appraisal parameters, but can anyone give a suggestion on how to go about it? I am working in a manufacturing industry with 100 employees. Management wants the appraisal to be done once a month. Is it practically possible to manage such a huge amount of data like this? Can anybody help me with this?
From India, Bangalore
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Please give more information about yourself and where and why you are doing this exercise. What do you mean by "Best Educator", educator of whom?
From United Kingdom
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From United Kingdom
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Hi,
I am an educator and a registered counselor, helping a school body implement criteria that should be measurable. The criteria will be targeted for educators in the school and will be used to choose the best educator of the year.
From United Kingdom,
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I am an educator and a registered counselor, helping a school body implement criteria that should be measurable. The criteria will be targeted for educators in the school and will be used to choose the best educator of the year.
From United Kingdom,
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What sort of school is yours? The more information you provide, the more precise people's contributions will be.
Kindly take a look at the [Outstanding Teacher Award](http://schooldaysmagazine.com), [Achievement Award for teachers](http://schooldaysmagazine.com), [Lynette Barr](http://schooldaysmagazine.com), and [Pentland Primary School](http://schooldaysmagazine.com) for some ideas.
From United Kingdom
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Kindly take a look at the [Outstanding Teacher Award](http://schooldaysmagazine.com), [Achievement Award for teachers](http://schooldaysmagazine.com), [Lynette Barr](http://schooldaysmagazine.com), and [Pentland Primary School](http://schooldaysmagazine.com) for some ideas.
From United Kingdom
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
PERFORMANCE EVALUATION FORM.doc
Performance Evaluation Guidelines.ppt