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2. Performance appraisal - Wikipedia

   en.wikipedia.org/wiki/Performance_appraisal

   A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to " PA ", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...

3. 360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/360-degree_feedback

   360-degree feedback. 360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee. 360-degree feedback can include input from external sources who interact ...

4. Performance rating (work measurement) - Wikipedia

   en.wikipedia.org/wiki/Performance_Rating_(Work...

   Performance rating helps people do their jobs better, identifies training and education needs, assigns people to work they can excel in, and maintains fairness in salaries, benefits, promotion, hiring, and firing. Most workers want to know how they are doing on the job. Workers need performance feedback to work effectively.

5. Uniform Standards of Professional Appraisal Practice

   en.wikipedia.org/wiki/Uniform_Standards_of...

   USPAP was originally written in 1986-87 by an ad hoc committee representing the various appraisal professional organizations in the U.S. and Canada. The copyright to USPAP was donated to TAF on April 27, 1987. While USPAP answers a specific regulatory need in the U.S., it has also been adopted by many appraisal professional organizations ...

6. Behaviorally anchored rating scales - Wikipedia

   en.wikipedia.org/wiki/Behaviorally_anchored...

   Behaviorally anchored rating scales (BARS) are scales used to rate performance.BARS are normally presented vertically with scale points ranging from five to nine. It is an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good, moderate, and poor performance.

7. Job performance - Wikipedia

   en.wikipedia.org/wiki/Job_performance

   Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success. John P. Campbell describes job performance as an individual-level variable, or something a single person does.