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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 measurement is the process of collecting, analyzing and/or reporting information regarding the performance of an individual, group, organization, system or component. [dubious – discuss] [1] Definitions of performance measurement tend to be predicated upon an assumption about why the performance is being measured. [2]
PQASSO, the Practical Quality Assurance System for Small Organisations, is a performance evaluation system and quality mark for charitable organizations in the UK. Evaluations use a system of peer review between small charities. [1] The system was created by Charities Evaluation Services, itself a registered UK charity. [2]
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.
Rank-based performance evaluations (in education and employment) are said to foster cut-throat and unethical behavior. [18] University of Virginia business professor Bruner wrote: "As Enron internally realized it was entering troubled times, rank-and-yank turned into a more political and crony-based system". [19]
If performance evaluations did not accurately measure individual's abilities and productivity, it would be fruitless to continue to execute a system of constant performance evaluations. However, a phenomenon known as the performance paradox seems to suggest that performance evaluations may not be altogether futile.
A criticism levelled against the Hay Guide Chart is that the choice of factors is skewed towards traditional management values: "The Hay system consistently values male-dominated management functions over non-management functions more likely to be performed by women.” [2]
The Rorschach Performance Assessment System (R-PAS) [1] [2] is a scoring and interpretive method to be used with the Rorschach inkblot test. [3] This system is being developed by several members of the Rorschach Research Council, a group established by John Exner to advance the research on the Comprehensive System, the most widely used scoring system for the Rorschach.