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Falcone and Tan (2013) provide us with specific elements for the development of a performance evaluation program that addresses all areas of organizational process related to behaviors, conduct, and outcomes. While the job analysis and job description make up the catalyst for performance evaluation design, it is equally important to determine the intended outcomes of the process when considering the appropriate components for the evaluation tool. It is important to remember that individuals must understand the expectations before they can be held accountable for the action.
-Identify the content for an evaluation that would manage and measure performance.
-Discuss a system or tool for evaluating performance comprised of accountability and strategic planning for the individual and the organization.
-Explain your choice, the measurability, and the intended outcomes.
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Identify the training objectives. What will the trainee know and be able to do upon completion of training? Include the quality of performance and the conditions under which performance occurs.
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