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Ten business English phrases for positive performance evaluations from espresso English net a performance evaluation is an evaluation of an employee's work skills and attitude on the job it can also be called a performance review or performance appraisal during a performance evaluation an employee may hear both positive and negative feedback comments about his or her work the employees manager will often praise the employees strong points and identify some areas for improvement positive phrases stays up-to-date with developments in the field up-to-date means current so this phrase means that the employee keeps his or her knowledge about the field area of work or study current is conscientious and detail-oriented someone who is conscientious is very careful in their work carefully checks to make sure their work is correct and is of good quality and detail oriented means pays attention to the details is proactive and resourceful a proactive person takes action to make things happen they don't just react to events the opposite of proactive is passive someone who is resourceful is able to use resources well and in creative ways especially in difficult situations has a positive outlook the word outlook means attitude or point of view is disciplined and punctual if you describe a person as disciplined it doesn't mean that they were punished instead it means that they have self-discipline the ability to control their own behavior and follow the rules someone who is punctual consistently arrives on time is an excellent team player someone who is a team player works well with other people this employee is good at collaborating with his or her coworkers shows a lot of initiative and takes the lead on projects the word initiative means the power to begin things and work on them energetically it is similar to the word proactive a person who is proactive has a lot of initiative is a seasoned professional with versatile expertise a seasoned professional is someone who has been working for a long time and has a lot of experience and is therefore good at their job the word expertise means skill or knowledge in a particular area and if someone's expertise is versatile it means the person is capable of doing many different things well is driven to succeed and strives for maximum effectiveness describing a person as driven means they are extremely motivated and ambitious to strive means to try very hard with lots of effort never fails to capitalize on opportunities to capitalize on something means to use it for your advantage to learn business English for your career take the business English course at espresso English net you'll learn practical English for phone calls interviews negotiations meetings presentations letters and emails and much more visit espresso English net to take the business English course.


Musicians: How many songs do you think you'd need to perform to fill out a two-hour gig?
A two-hour gig? That's 120 minutes of on stage performance or setup inclusion? I'll go with stage time, and also assume you've negotiated appropriate setup, and such.Another assumption is genre. I'll assume it's pop structured (as most radio friendly music is these days), so average song time would be roughly 3 and a half minutes…give or take.You're looking at roughly 30 songs. Thats…over 2 hours. Now, that's a rough estimate, as song times vary, etc.Oh, but wait. You'll need to include breaks, for “personnel” i.e. the band members. Normally, the drummer will need the longest break, followed by others. The drummer is using all four limbs continuously, so…they need them.If you're headlining, and depending on what you've negotiated, you might not be allotted “dead air”, so someone's staying on stage on breaks. Usually, that means at least a guitar player and/or the singer. Maybe not a long guitar solo, but…maybe an acoustic filler/singalong for the crowd. Plus, in between banter, there's that too (paring that down was always a plus for us back in the day)So, practice 30ish and get them flawless, because you're only going to need 20ish. Why 30ish? Because…more is good for flexibility. Always. Plus, it allows you to keep your set list semi-”fresh”, while only putting in a little extra work.setlist.fm - the setlist wiki is a good resource for structuring a setlist in a professional way (I wish it was around during the “trial and error” days.)
What are some examples of constructive criticism phrases I can use for a 360 degree performance review (where I am reviewing my boss)?
Here’s how to give clear, decisive constructive criticism in a performance review. These were originally written for managers to give to employees, but they can go in any direction:Point out patterns instead of details. Yes, you should document a few examples of what you’re talking about, but you don’t need to whip those out unless you’re challenged to do so.If you’re writing the feedback, it can look something like this: “I’ve observed a pattern of [describe negative behavior]. I’m concerned because this impacts the team/business in these ways: [describe impact]. What I’d like to see instead is [broadly describe desired behavior].”If you’re stating the feedback in a face-to-face meeting, say something like this: “I wanted to let you know about some concerns of mine. I’ve noticed [describe negative behavior]. I’m worried because [describe impact on team/business/employee]. Now that you understand how I see things, I want to hear from you. What’s your understanding of the situation?”If you need to soften negative feedback, try these phrases:It seems like something is off lately. Let’s talk about what’s going on.I’m bringing this up because you’re a really important part of our team.This may not seem like a big deal, but I want us to fix it so it doesn’t become a bigger problem.Let’s make a plan so we can put this behind us.What this isn’t about is [area of anxiety for employee].Follow up on your negative feedback:Do you have all the tools and resources you need to do this?Is there something you need from me or a team member to move this forward?Can we touch base in a few days to see how you’re doing?Giving negative feedback is hard but worth it! If you want more performance review examples, check out this blog post of the 5 toughest scenarios.
How do I fill out the class 12 performance check that is required for the JoSAA?
Thanks for A2A.It's a simple job.Just take printouts ofPage 51 ( for iit's).Page 52(for nit's , iiit's and other gfti's).Page 53 • medical certificatePage 54- undertaking by candidate.Page 55 • switch over between slide , float and freezeComing to the performance check,U have to fill them by yourself.Category cut off marks are uploaded in the official site of josaa.So, have a visit at it and note down the category cut off for top 20 percentile.
What are some notable differences between full-time employees and contractors at Google?
This is probably the closest thing to a rant that I've written as an answer on Quora.  I can't help but read a massive sense of entitlement into the answers written below by the Anonymouses, so feel compelled to pran answer outlining a different experience.  :-)I started at Google as a contractor (technically, I was a temporary employee -- on the payroll of a company named Workforce Logic).  After about 9 months I was offered an opportunity to go through Google's conversion process to become a Google FTE, was successful and was extended an offer, and accepted it.  I remained a Google employee for another 7.5 years after that.  During my time as an employee I hired and/or managed somewhere around 100 contractors, and personally took well over a dozen through conversion.I *loved* being a contractor at Google.  Compared to all of the other places I had previously worked as a contractor (or even as a FTE!), Google was amazing.Yes, your badge is a different color -- it's red instead of white (employees), green (interns), blue (vendors?), or brown (Google lore - don't ask).Contractors still get to eat all the free food Google is notorious for, use the gym, ride the bus, get massages on campus, attend speaker events (I'm pretty certain I was still a contractor when I got to meet John Legend and not-yet-President Obama), etc.Sure, some of those things aren't subsidized for Contractors as much as they are for Employees, but most other companies don't even offer all of those conveniences -- at any price. (Now-FTE-Anonymous: "As a contractor, you have to pay for the shuttle rides to work. $1.50 each way."  Really, you're complaining about $1.50?  Do you not recognize that the fully loaded cost to Google for each rider is probably 5x that, and that the administrative cost to Google to even track and process your bill really wasn't even worth the amount you paid?).Contractors indeed aren't invited to company ski trips, the company Holiday Party, and other such company-funded social events.  But that's not because of any 2nd-class citizen ideology or to scrimp on spending money on contractors -- it's to avoid co-employment misclassification that can have severe, negative legal, tax, and other financial implications on the company. (Now-FTE-Anonymous: "but good luck trying to go to one of those awesome company wide parties."  Actually, it was super easy to go to those parties.  Other than the trips, Googler's typically are allowed to bring a "date", and Contractors now know 10's if not 100's of employees.  One of the employees on my team invited me as their +1, and another employee -- who I actually didn't even know -- had my girlfriend-at-the time come as theirs.)Pay: My hourly rate as a Contractor, annualized, was actually higher than my base salary when I converted and first became an employee.  More than 50% higher.  Of course, I didn't receive Google's performance bonus or equity, which ended up being far more valuable. (Other-Anonymous: "how much the agency is taking from you. A contractor is generally giving 15-50% of their base pay to the contracting agency (Adecco, Advantage, Accenture, etc.) that negotiated their pay".  Since you don't seem to actually have a clue how it actually works: The contracting agency is who took years landing their contract and establishing the relationship with Google, finds the temp candidates, carries the labor burden, is liable for the acts and performance of their contract employees, and who Google actually pays.  You're just the person that the agency plugged in to fill their contract with Google.  The agency isn't taking anything from you -- they're giving part of *their* revenue to you as pay so that you will pryour services to *their* client.)I also didn't receive Google's medical/dental/vision/401K/vacation benefits, but Google did require its contracted employment partners (as part of their master services agreement) to prtheir contractors with some amount of paid vacation, as well as offer subsidized group health insurance -- things that contractors elsewhere generally weren't receiving.The single most notable, related thing to me at Google though, was that company's culture seems to spawn an internal sense of social equity and justice.  During my years there I observed an endless number of mailing list threads, TGIF questions, and direct interactions where Google employees lambasted fellow Google employees (or managers) if ever they had felt those people weren't treating contractors as equals.  Cafe staff and massage therapists were the ones most commonly defended against their "management" by employees on mailing list threads and via TGIF questions, but I also witnessed first-hand a junior engineer getting up in the face of a long-time senior engineer who had made a comment about a temp that had jokingly included the phrase "he's just a red-badge".  Ended up that the temp was actually the senior engineer's nephew and that it was said all in fun -- but the senior engineer quickly recognized his unconscious bias and apologized.Me, personally?  I never once felt like a 2nd class citizen at Google because I was a contractor.A few other differences between Contractors and FTEs that I didn't see mentioned in other answers:Contractors can't attend weekly TGIF and other meetings where company-confidential topics are discussed with employees.  They can, however, attend the typically-around-once-monthly "Social TGIF".Contractors don't go through Perf, Google's annual performance review process.  While there's the downside that Contractors doesn't receive the same feedback as employees do, the plus side is that they also don't have to spend endless hours *writing* peer feedback for others in the manner that employees do.  Contractors - consider this a perk.  :-)Contractors are generally paid hourly, and receive 1.5x overtime pay for hours in excess of 40/week and 2x for hours in excess of 48?/week.  Most employees are salaried, tend to work in excess of 40 hours per week, and don't receive any premium directly for doing so.Lastly, "Conversion is close to impossible" simply isn't accurate.  For example, nearly all members of Google's US staffing organization (i.e. Recruiters, Sourcers, and Recruiting Coordinators) all start as Contractors.   The conversion process is highly selective, simply being able to do the job isn't the conversion selection criteria (as it shouldn't be -- getting hired directly into Google as an employee isn't easy so why should a backdoor route be?).  Only about the top 10% of performers successfully make it through -- but the vast majority of employees today in the staffing org (I'd e80+% of them) are all converted contractors.(Other-Anonymous: "You are only allowed to apply to a full-time position once you are 6 months out of your contract completion date (which is generally 3, 6, or 12 months long). If Google opts to convert you, they will pay a hefty price to do so, somewhere in the tens of thousands."  The 1st part of your assertion is actually unenforceable under CA Labor Law, and the 2nd  part just isn't true.  I converted at least a dozen contractors, Google never paid a fee, and when I actually asked about it -- was told by the agencies involved that Google's master contract for its employment partners required that they be willing to release their contractors for conversion at any time without a conversion fee being required.
What examples of data points do you add to your performance review?
I do this on a regular basis on resumes for my friends' and new grades.  I know you ask for examples, but typically it is much easier to work with a draft of one of your STAR performance review, and have others point out ways what can be quantified. Here are some general tips:Replace quantity words: many items, several products, a lot of ticketsReplace frequency words: reviewed often, few outagesReplace scale words: big volume, small churn, huge revenue streamDon't overthink it. It should come off naturalIt is not about being 99.99% accurate. It is about providing some context as a benchmark. Your definition of "very big" is different than my "very big". Reverse the role. Ask yourself questions "how much", "how many", "how frequent"Here are some quick examplesBad: Increased revenue streamOK: Increased revenue stream to $2 M dollarsGood: Increased revenue stream 100% ($1M to $2M dollars)Bad: Product received high customer satisfactionOK: Product received over 30 customer 10 out 10 surveysGood: Product achieved a NPS score of 8.8Last and but not least. I know this is about quantifying. I have learned that choosing the appropriate strong words are critical in pairing with these quantified numbers.
How do I fill out a performance check in JoSAA if I have taken the improvement in one subject?
In this situation, you should consider the results you have on the day you are going for reporting.In your case, I understand you have results from your initial exams, so you should be using that marks only.Good Luck!!
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