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A performance evaluation is often used as a task to gauge three criteria Those criteria are individual task outcomes behaviors and traits Task outcomes are the primary criteria that should be measured as these often directly impact the production and profitability of a company These could be sales numbers projects initiated hazards or flaws detected improving current processes etc The second criteria behaviors tend to impact the overall work environment and the groups that an individual works in Behaviors can directly and indirectly impact the company Examples of behaviors are timeliness sick days used involvement in meetings and teams helping others working overtime etc Traits are the third criteria in performance evaluations Examples of traits that could be measured are attitude confidence neat and organized etc These items are the typically the least impactful of job performanceIn the example given there are many concerns with how the current evaluation is set up The three criteria that are measured atleast those that have been made known are friendliness neatness of workspace and attitude These would primarily be a measure of traits which are the weakest of the three criteria mentioned This is because they are often the furthest from actual job performance For example an individual may be the highest selling salesperson in the company but has the messiest desk in the office That would show there is no correlation between the trait and the productivity of that salesperson The evaluation of the engineer in the scenario is flawed due to the fact that it focuses completely on traits and not behaviors or task outcomes It needs to focus primarily on outcomes with behaviors being secondary and traits comprising the smallest portion of the evaluation The example mentions very positive marks in both outcomes and behaviors The engineer is described as a hard worker and detail-oriented person
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