Comparisons

• One method of evaluating an employee's performance is to compare it to the requirements upon hire. This means comparing the employee's work and projects to the list of requirements as outlined in the employment contract. The employer can compare these two lists to see if the employee is finishing expected projects, or if his work efforts are spent working on unrelated or unnecessary projects.
  
  

Performance Ranking

• Another performance tool an employer can use is a performance ranking system. This system allows the employer to evaluate an employee's work ethic, contributions, behavior and overall role in the company. This evaluation can be completed on a scale of one to five or one to ten. The employer can also compare employees, if he has several employees working the same job position in the company.
  
  

Critical Incident

• The critical incident system allows the employer to write two separate lists that identify the employee's work ethic in the business. While one list focuses on the positive contributions, the other focuses on the negative. This is often an evaluation technique that incorporates awards, recognitions and warnings the employee has received throughout the employment period.
  
  

Graphic Rating

• The graphic rating system is the oldest form of employee evaluation and appraisal. Due to its simplicity, it is also the system used most frequently. The graphic rating system simply allows the employer to check off a list of items, indicating whether he agrees or disagrees with an employee's efforts in the business and the job position.
  
  

Management by Objectives

• When the employee was hired by the business, the business owner or manager may have given the employee a list of tasks or projects to complete. The "management by objectives" method allows the employer to evaluate whether the employee has completed the given tasks and reached the goals set out by the employer at the beginning. This method focuses on the end goal, rather than the process.