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February 2001BILLINGS PUBLIC SCHOOLS ADMINISTRATIVE PERFORMANCE MANAGEMENT SYSTEM PERFORMANCE MANAGEMENT EVALUATIONNAME POSITIONDATEBefore making the evaluation, carefully review the statements listed
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01
Gather all necessary information and data for each employee being evaluated.
02
Define the criteria and metrics that will be used for comparison purposes.
03
Evaluate each employee's performance based on the defined criteria.
04
Document the findings and ratings for each employee.
05
Compare the performance of each employee against one another using the documented ratings.
06
Provide feedback and recommendations for improvement based on the comparison results.

Who needs comparison of performance appraisal?

01
Managers and supervisors who want to ensure fair and consistent evaluations across their team members.
02
HR professionals who need to make decisions related to promotions, bonuses, and performance improvement plans.
03
Employees who want to understand how their performance measures up against their peers.
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Comparison of performance appraisal is the process of evaluating and comparing the performance of employees within an organization.
Managers or Human Resources departments are typically responsible for filing comparison of performance appraisal forms.
Comparison of performance appraisal forms can be filled out by listing the names of employees and providing a rating or evaluation of their performance.
The purpose of comparison of performance appraisal is to assess the performance of employees, provide feedback, and make decisions related to promotions, raises, or training opportunities.
Information such as employee names, job titles, performance ratings, strengths, areas for improvement, and recommendations may be reported on comparison of performance appraisal forms.
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Relevant keywords

2001 evaluatee competencies evaluator explanatory instructional competency acknowledges applicable checklist expectation objectives administrative

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