A lot goes into evaluating employee potential, it involves assessing many different factors that can indicate whether an individual$$s ability, willingness, and suitability for future roles and responsibilities match a business or organization$$s wants and needs for an employee. Specific metrics can depend on what industry, job roles, as well as organizational goals. Some things of the metrics and methods that are used to evaluate an employee are performance reviews, skills and competencies assessments, learning ability, career aspirations and goals, behavioral assessments, potential for growth and development, team collaboration and contribution, feedback from managers and peers, and succession planning, and employee engagement and commitment. All of these are considered when it comes to evaluating employees.

Performance reviews are based on current performance and potential performance. Current performance assesses an employee$$s job performance. This is based on their achievements, skills, and competencies. Potential performance is based on the evaluation of an employee$$s potential to take on new roles or responsibilities that are based on their current performance and ability to learn and adapt. When it comes to the skills and competencies assessments, there are three ways to be evaluated, technical skills, soft skills, and leadership potential. $$Like the performance rating, this reflects performance against objectives and the skills and competencies required in the employee$$s current role and function$($OpenStax$,$ n$.$d$.).$ Technical skills are evaluated by an employee$$s proficiency in specific skills that are required to do in their roles. Soft skills are assessed by interpersonal skills, communication abilities, problem$-$solving skills, as well as other soft skills that can indicate an employee$$s potential to collaborate, lead, as well as adapt to new situations. Another assessment that is done is a learning agility assessment. This assesses how fast an employee can learn, also adapt to situations that are new to them, and apply new knowledge and skills that will effectively help their work. When being evaluated, an employee may be asked to talk about their career aspirations, interests, as well as their goals to understand their motivations and potential fit for future roles that are within an organization. $$Potential is defined as an employee$$s ability to demonstrate the behaviors necessary to be successful at the next highest level within the company$($OpenStax$,$ n$.$d$.).$ Behavioral assessments are used to test an employee, behavioral interviews, or $360-$degree feedback to assess traits of an employee$$s behavior, work style, and interpersonal skills. An employee is also assessed for their willingness and ability to take on challenges that are new to them while learning new skills and growing professionally in an organization. Employers will also assess an employee of their ability to work as a team as well as collaborate with colleagues to contribute to the goals. Getting feedback from managers, peers, and other colleagues to gain knowledge into an employee$$s strengths, areas where there is a need for improvement, and there is potential for growth. Evaluations can help employers find employees who can be trained for future roles in leadership or a critical position in a business. Lastly, assessments can be used to measure an employee$$s engagement, job satisfaction, and commitment to the business or organization. This helps with long$-$term success and growth.

I personally have never had an evaluation at a job. I h mammmmave worked $3$ different jobs that told me that they would give $3-$month evaluations and never ended up giving them to me$.$ I am not sure if that is good or bad. But the closest thing I have gotten to an evaluation is from the job I am currently working right now. I am currently working for NHTI as a work$-$study, and they only give you so many hours to work. When I got back from the break in March, I only had like $15$ hours left, and my boss wanted to extend the hours and told me they only extended hours to people who do a good job at getting things done. So I would take that as a positive thing even though it is still not considered a work evaluation. The only thing I can say about how I would do it differently is getting an evaluation when I am supposed to or getting continuous feedback from employers on how I am doing. I am not really sure how it goes so I don$$t know exactly how I would change them. make summay of it