6 Constituents of Job Performance Evaluation

Effective job performance evaluation is important for any organization for a number of reasons. It helps improve human resource management, improve performance, incentive productivity, improve standards, achieve goals and more effectively assigns tasks and responsibilities.

So how can you evaluate an employee’s job performance? What are the important parameters to look at?

6 Constituents of Job Performance Evaluation

1. Overall Competence

How well is the person able to do their job –  their training, skills, knowledge, ability to work on assignments and complete them on time.

Assessment of overall ability and competence has to be the core of a job performance evaluation.

2. Conscientiousness

Is the employee punctual about coming to work, turning in projects and assignments and meticulous about procedures and methodology?

How often are they absent from work, and how does all this affect their productivity? And how well do they maintain confidentiality of clients or handle sensitive data? These are other parameters to look at.

3. Work results

Work results are another vital part of job performance evaluation: are expectations regarding work, customer satisfaction and quality met, are they below par or do they exceed expectations? The performance evaluation looks at results here; of how valuable and effective a contribution is the person able to make.

4. Communication and interpersonal relationships

Is the person able to communicate effectively with others including subordinates. Rate them on aspects of articulacy, regularity and ease of communication and other parameters such as reactions to feedback and ability to accept constructive criticism.

The employees’ ability to deal pleasantly and in a convivial manner with others in the workplace is important. How well does the person impact the atmosphere of the work place? They can contribute to creating a pleasant and motivated environment conducive to improved productivity or can vitiate the working environment creating doubt and hostility.

5. Initiative/Problem solving abilities

A job performance evaluation will also look at a person’s initiative, their ability to be proactive in providing effective solutions to problems, taking on new challenges and responsibilities.

This will indicate their readiness for promotions within the organization, rewards and incentives and their performance can also be used as an example to motivate others. A person’s ability to work independently and without supervision and direction is evaluated here.

6. Supervisory or managerial abilities

Gauging the managerial or supervisory abilities in a job performance evaluation is important not just for supervisory staff but also for the subordinate staff. It will help pick out future managers and team leaders.



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