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ST. MARY UNIVERSITY COLLEGE FACULTY OF BUSINESS DEPARTMENT OF MANAGEMENT AN ASSESSMENT OF PERFORMANCE APPRAISAL PRACTICES THE CASE OF HOLETTAAGRICAL RESEARCH CENTURY ALE MU ASRESJUNE, 2010 SMUG ADDIS
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Read the instructions carefully before starting the assessment.
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Evaluate each specific criteria based on the individual's performance.
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Provide objective feedback and examples to support your ratings.
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Set SMART goals for improvement, if necessary.
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Summarize the overall performance and discuss areas of strength and improvement with the individual.

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An assessment of performance is a formal evaluation of an individual's or organization's work performance, typically to determine strengths, weaknesses, and areas for improvement.
Typically, employees or organizations are required to file an assessment of performance with their supervisors or managers as part of their performance appraisal process.
To fill out an assessment of performance, one usually needs to provide specific examples of work accomplishments, feedback from colleagues or clients, and goals for future performance improvement.
The purpose of an assessment of performance is to provide feedback, identify areas for growth and development, and make decisions related to promotions, raises, or training opportunities.
Information that must be reported on an assessment of performance typically includes job duties, performance goals, accomplishments, areas for improvement, and feedback from supervisors or colleagues.
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