The A-Zs of Hiring Glossary

Job Performance Assessment

What Is Job Performance Assessment?

Job Performance Assessment is the process of evaluating an employee’s job performance based on specific criteria. This assessment is typically conducted by a manager or supervisor and is used to determine the employee’s strengths and weaknesses, as well as identify areas where improvement is needed. The assessment may include a review of the employee’s job duties, responsibilities, and goals, as well as an evaluation of their skills, knowledge, and behavior in the workplace.

Job performance assessments can be conducted on a regular basis, such as annually or quarterly, or they may be conducted on an as-needed basis. The assessment process may involve a self-assessment by the employee, as well as input from co-workers, customers, and other stakeholders.

Overall, the goal of job performance assessment is to provide feedback to the employee that will help them improve their job performance and contribute to the success of the organization.

Why is job performance assessment important?

Job performance assessment is important because it allows employers to evaluate an employee’s work and provide feedback on areas of improvement. It can also help identify high-performing employees and provide opportunities for growth and development.

What are some common methods of job performance assessment?

Some common methods of job performance assessment include self-assessment, peer assessment, supervisor assessment, and 360-degree feedback. Each method has its own advantages and disadvantages, and employers may choose to use a combination of methods to get a more well-rounded assessment of an employee’s performance.

Job Performance Assessment Dos And Donts


  • Set clear and measurable goals and expectations for employees
  • Provide regular feedback and coaching to employees
  • Recognize and reward good performance
  • Provide opportunities for growth and development
  • Offer a fair and objective evaluation process


  • Make assumptions about an employee’s performance without evidence
  • Provide vague or inconsistent feedback
  • Show favoritism or bias
  • Fail to address poor performance or behavior
  • Use a one-size-fits-all approach to evaluation
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