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  2. 175 Performance Review Phrases To Use When Talking About ...

    www.aol.com/175-performance-review-phrases...

    Here’s a list of 175 examples of performance review phrases to incorporate into your interactions with staff or to approach your manager if you’re going through the process yourself.

  3. Performance appraisal - Wikipedia

    en.wikipedia.org/wiki/Performance_appraisal

    A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to " PA ", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...

  4. Reward management - Wikipedia

    en.wikipedia.org/wiki/Reward_management

    Performance appraisal is the method in which an employee's job performance is evaluated and reviewed. [31] This compares employee work behaviour with the organisations pre-set standards to provide feedback on job performance. Performance appraisals are a form of motivation through either positive or negative reinforcement, depending on outcome.

  5. Employee compensation in the United States - Wikipedia

    en.wikipedia.org/wiki/Employee_compensation_in...

    Many employer-provided cash benefits (below a certain income level) are tax-deductible to the employer and non-taxable to the employee. Some fringe benefits (for example, accident and health plans, and group-term life insurance coverage (up to US$50,000) (and employer-provided meals and lodging in-kind, [22]) may be excluded from the employee's ...

  6. 5 Tricks To Ace Your Performance Review - AOL

    www.aol.com/news/2012-04-06-5-tricks-to-ace-your...

    By Brian O'Connell. When it comes to knocking a job performance review out of the park, it pays to be aggressive and to be your own public relations director.. It's an uphill climb for U.S ...

  7. 360-degree feedback - Wikipedia

    en.wikipedia.org/wiki/360-degree_feedback

    360-degree feedback is not equally useful in all types of organizations and with all types of jobs. Additionally, using 360-degree feedback tools for appraisal purposes has come under fire as performance criteria may not be valid and job based, employees may not be adequately trained to evaluate a co-worker's performance, and feedback providers can manipulate these systems. [9]

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