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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.
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 subordinates, peers, colleagues, and supervisor (s), as well as a self-evaluation by the employee themselves is gathered. Such feedback can also include, when ...
A group of 22 officers took a 30-day course in the fundamental duties of police officers, the law of arrest, and court procedures. By 1930, an official training school was established. The school expanded the original course work to a three-month period, and brought in outside experts from various fields to instruct. [11]
SMART criteria. A variant of the SMART model. S.M.A.R.T. (or SMART) is an acronym used as a mnemonic device to establish criteria for effective goal-setting and objective development. This framework is commonly applied in various fields, including project management, employee performance management, and personal development.
Given an r-sample statistic, one can create an n-sample statistic by something similar to bootstrapping (taking the average of the statistic over all subsamples of size r). This procedure is known to have certain good properties and the result is a U-statistic. The sample mean and sample variance are of this form, for r = 1 and r = 2.
Interpreting this result, the weak law states that for any nonzero margin specified (ε), no matter how small, with a sufficiently large sample there will be a very high probability that the average of the observations will be close to the expected value; that is, within the margin.
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