Also, go to our website, www.performanceinternational.com for an insight
into how to understand work at the job level. This is critical to
appraising performance--otherwise you deteriorate into vagueness and
personality assessments that cause deterioration in the work!

Kathleen S. Whiteside
Partner, Performance International
1941 Lake Whatcom Blvd. #193
Bellingham, WA 98229
360-738-4010
360-661-2965 (cell)

-----Original Message-----
From: perfmgt2@yahoogroups.com [mailto:perfmgt2@yahoogroups.com] On Behalf
Of ndmarchese
Sent: Thursday, May 03, 2007 9:38 PM
To: perfmgt2@yahoogroups.com
Subject: [perfmgt2] Re: Performance Management and employee appraisal

I just recently have been hired as an assistant manager and have
been giving the daunting task of also creating an appraisal form for
new employees, and progression they have made over the past few
months. Since I am new to this task, any input that you would be able
to give me on this topic would greatly help, since we are trying to
figure out almost the same situational problem.

--- In perfmgt2@yahoogroups.com <mailto:perfmgt2%40yahoogroups.com> ,
"krittikachakravarty"
<krittikachakravarty@...> wrote:
>
>
> I am working in a company as a HR Executive which offers practical
> and job oriented training to the job seekers.I want to make a
> performance evaluation and appraisal tool which will be a
> quantitative one.Any kind of suggestions or guidance will be of
great
> help.
>