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The Neil George Safety System (or 5-Point Safety System) is an occupational health and safety program developed for and used in underground mining. The system was developed in 1942 by Canadian engineer Neil George, who at the time was an employee of Inco Limited in Sudbury, Ontario. The program is used throughout Canada and internationally. [1] [2]
Point factor analysis (PFA) is a systemic bureaucratic method for determining a relative score for a job. [1] Jobs can then be banded into grades, and the grades used to determine pay . [ 2 ] PFA is a type of job evaluation ; the main advantage of PFA is that it is systemic and analytical.
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.
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.
A vitality curve is a performance management practice that calls for individuals to be ranked or rated against their coworkers. It is also called stack ranking, forced ranking, and rank and yank. Pioneered by GE's Jack Welch in the 1980s, it has remained controversial. Numerous companies practice it, but mostly covertly to avoid direct criticism.
Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance , then it is economically useful for the employer to select employees based on scores from that test.
Integrity testing for employment selection became popular during the 1980s. [2] Human Resources personnel found integrity tests were an improvement over polygraph tests. Polygraph tests were no longer able to be used for screening of most future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA). [2]
A typical volume of Bell System Practices from the 1970s. The Bell System Practices (BSPs) is a compilation of technical publications which describes the best methods of engineering, constructing, installing, and maintaining the telephone plant of the Bell System under direction of AT&T and Bell Telephone Laboratories. [1]