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Human Directional Performance Sheet (Must be faxed to be paid! Fax 951.686.2625) Date: Name of Human Directional/Sign Twirler: Location: Start Time: Name of Client Personnel, Printed: Client Personnel.

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A 5-point performance rating scale is an instrument for assessing an employee's job performance. It is based on five distinct proficiency levels. Specific standards for each level help establish expected work behavior and performance.

This is more often than not a 5 point rating scale (5– Outstanding, 4– Exceeds Expectations, 3- Meets Expectations, 2- Needs Improvement, 1- Unacceptable). The problem is that you can't 'rate' certain evaluation criteria using this scale and it isn't fair to expect managers and employees to do so.

Key result area (KRA) are strategic factors where in positive results must be realized in order to achieve the organizations strategic goals. They are used to denote the assignments of task and duties to employees. Each employee is given a set of KRA (generally 4-5). KRA gives an individual a clarity to his role.

Anyways, without much ado, here are the top 5 KRAs. Personalized for each employee. ... Focused on long term employee career aspirations too. ... Described by how actual performance will be measured/evaluated. ... Allowed for both Descriptive & objective assessment with free flow of qualitative inputs.

Numeric rating scale: A scale of 1 to 5 or 1 to 10 where the employee is given a rating based on their performance. Behavioural rating scale: A scale that assesses an employee's behavior in the workplace, such as their ability to work in a team, communication skills, and work ethic.

Employee performance reviews should cover communication, collaboration, reliability, work quality, problem-solving, and timeliness. Give regular, informal feedback consistently. In formal reviews, be honest, hold face-to-face conversations, give relevant examples, and end on a positive note.

There are five performance ratings on this type of scale: outstanding, exceeds expectations, meets expectations, needs improvement, and unsatisfactory.

Key result area (KRA) are strategic factors where in positive results must be realized in order to achieve the organizations strategic goals. They are used to denote the assignments of task and duties to employees. Each employee is given a set of KRA (generally 4-5). KRA gives an individual a clarity to his role.

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© Copyright 1997-2025
airSlate Legal Forms, Inc.
3720 Flowood Dr, Flowood, Mississippi 39232
Form Packages
Adoption
Bankruptcy
Contractors
Divorce
Home Sales
Employment
Identity Theft
Incorporation
Landlord Tenant
Living Trust
Name Change
Personal Planning
Small Business
Wills & Estates
Packages A-Z
Form Categories
Affidavits
Bankruptcy
Bill of Sale
Corporate - LLC
Divorce
Employment
Identity Theft
Internet Technology
Landlord Tenant
Living Wills
Name Change
Power of Attorney
Real Estate
Small Estates
Wills
All Forms
Forms A-Z
Form Library
Customer Service
Terms of Service
DMCA Policy
About Us
Blog
Affiliates
Contact Us
Privacy Notice
Delete My Account
Site Map
All Forms
Search all Forms
Industries
Forms in Spanish
Localized Forms
Legal Guides
Real Estate Handbook
All Guides
Prepared for You
Notarize
Incorporation services
Our Customers
For Consumers
For Small Business
For Attorneys
Our Sites
US Legal Forms
USLegal
FormsPass
pdfFiller
signNow
airSlate workflows
DocHub
Instapage
Social Media
Call us now toll free:
1-877-389-0141
As seen in:
  • USA Today logo picture
  • CBC News logo picture
  • LA Times logo picture
  • The Washington Post logo picture
  • AP logo picture
  • Forbes logo picture
© Copyright 1997-2025
airSlate Legal Forms, Inc.
3720 Flowood Dr, Flowood, Mississippi 39232