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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.
United States federal agencies are required by law to conduct an annual survey. The Office of Personnel Management states that employee influence is a primary reason for conducting surveys, stating, “This is your opportunity to influence change in your agency. Your participation is voluntary and your responses are confidential. [6] ”
360-degree feedback. 360-degree feedback (also known as multi-rater feedback, multi source feedback, or multi source assessment) is a process through which feedback from an employee's subordinates, peers, colleagues, and supervisor (s), as well as a self-evaluation by the employee themselves is gathered. Such feedback can also include, when ...
US employees typically acquire shares through a share option plan. In the UK, Employee Share Purchase Plans are common, wherein deductions are made from an employee's salary to purchase shares over time. [1] In Australia it is common to have all employee plans that provide employees with $1,000 worth of shares on a tax free basis.
Glassdoor is an American website where current and former employees anonymously review companies, operated by the company of the same name. [1]In 2018, the company was acquired by the Japanese Recruit Holdings (Owner of Indeed) for US$1.2 billion, and it continues to operate as an independent subsidiary.
Vitality curve. A vitality curve is a performance management practice that calls for individuals to be ranked or rated against their coworkers. It is also called stack ranking, forced ranking, and rank and yank. Pioneered by GE 's Jack Welch in the 1980s, it has remained controversial.
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