1. Identify \& define 5 performance attributes using the essential functions identified in your RA 2 job description. 1. 2. 3. 4. 5. 2. Define levels of performance (i.e., poor, standard, excellent) for each attribute. List the performance attributes you identified as the essential job functions in RA#2 from above and for each list the levels of performance. Simply put: Will the employee know if they have met or have not met the standards of performance? Will they know what they must do to meet standards, exceed standards of performance, etc.? Clearly define! 1. List the performance attribute stated above and then describe the performance, that is, how will employee know when their performance is: Above standard is: Meeting standard is: Poor - Not meeting standard is: 2. List the performance attribute stated above and then describe the performance, that is, how will employee know when their performance is: Above standard is: Meeting Standard is: Poor - Not meeting standard is: List the performance attribute stated above and then describe the performance, that is, how will employee know when their performance is: Above standard is: Meeting standard is: Poor - Not meeting standard is: List the performance attribute stated above and then describe the performance, that is, how will employee know when their performance is: Above standard is: Meeting standard is: Poor - Not meeting standard is: List the performance attribute stated above and then describe the performance, that is, how will employee know when their performance is: Above standard is: Meeting standard is: Poor - Not meeting standard is: here must be clear differentiation among the performance levels (i.e., one must know what ach performance level requires). Describe your source of performance data (i.e., reports, audits), and subjective/objective metrics (i.e., average sales ticket; average handle time; average cases closed; average accounts retained, etc.) you might use for evaluating performance. List the performance attributes identified in \#1 of this form. Now list the source of performance date. In other words, how are you going to determine if standards have been met or not? 1. 2. 3. 4. 5. Students are tasked with identifying the sources of performance data (subjective or objective) they will use in evaluating job performance. Students are encouraged to present as many sources as possible that might provide a basis for evaluating performance characteristics identified in the appraisal. Some examples are audits, observations, complaints, productivity reports, sales tickets, calls made, utilization, quality inspections etc. (each job should provide normal outcomes which can be measured). The student must demonstrate they recognize possible sources of performance data for the performance attributes they have described in #1 of this form. There should be at least 5 sources of data, however, a source might produce performance data for multiple characteristics/performance attributes. In any case, there should be a reasonable effort to describe the sources of data