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PERU STATE COLLEGEPERFORMANCE EVALUATION 2015 2016Professional Staff NSCPAEmployee Name: Title:Department:Type of Report:Annual (April 1 to March 31) Due in HR each year before April SpecialPERFORMANCE
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How to fill out performance ratings per section

01
To fill out performance ratings per section, follow these steps:
02
Start by reviewing the criteria or guidelines provided for each section.
03
Evaluate the individual's performance in each section based on the provided criteria.
04
Assign a rating or score for each section based on the individual's performance.
05
Provide specific examples or feedback to support your ratings.
06
Ensure your ratings are fair, consistent, and based on objective observations rather than personal bias.
07
Double-check your ratings to ensure they accurately reflect the individual's performance in each section.
08
Submit the completed performance ratings per section to the appropriate person or department.

Who needs performance ratings per section?

01
Performance ratings per section are typically needed by managers, supervisors, and HR professionals.
02
These ratings help in assessing employee performance, identifying areas of improvement, setting goals, making decisions about promotions or transfers, and providing feedback.
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They are also useful for performance appraisals, employee development plans, and performance discussions.

What is PERANCE RATINGS (Per Section 9 Form?

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Performance ratings per section assess an individual's performance in specific areas or categories.
Employees or supervisors may be required to file performance ratings per section, depending on the organization's policies.
Performance ratings per section are typically filled out by evaluating an individual's performance in each specific area or category and assigning a rating accordingly.
The purpose of performance ratings per section is to provide feedback on an individual's performance in different areas and to help in performance improvement.
Information reported on performance ratings per section may include specific goals, achievements, strengths, areas for improvement, and overall performance rating.
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