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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 ...
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.
The program evaluation and review technique (PERT) is a statistical tool used in project management, which was designed to analyze and represent the tasks involved in completing a given project. PERT was originally developed by Charles E. Clark for the United States Navy in 1958; it is commonly used in conjunction with the Critical Path Method ...
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.
Evaluation measures for an information retrieval (IR) system assess how well an index, search engine, or database returns results from a collection of resources that satisfy a user's query. They are therefore fundamental to the success of information systems and digital platforms.
Theory-driven evaluation (also theory-based evaluation) is an umbrella term for any approach to program evaluation that develops a theory of change and uses it to design, implement, analyze, and interpret findings from an evaluation. [1] [2] [3] More specifically, an evaluation is theory-driven if it: [4]
For example, a global evaluation of one's worth will better predict overall job satisfaction than a specific evaluation of one's artistic ability. Using the above characteristics, four well studied personality traits; locus of control, neuroticism, generalized self-efficacy, and self-esteem, were chosen as possible dispositional predictors of ...
Gender-responsive evaluation is important as a means for building strong systems for generating and using evidence in order to improve the work that people do to achieve gender equality and women's empowerment. Gender-responsive evaluation is a powerful resource for accomplish the transformative agenda of the Sustainable Development Goals. [13]