What are major criteria to assess the performance of employees?

1. AMBITION / INITIATIVE - Does employee demonstrate ambition in the position and take initiative to improve the process, product, or overall work environment?

2. ATTENDANCE - Has the employee's attendance had a negative impact on the department productivity or morale? Has the employee's attendance been exemplary?

3. ATTITUDE / COOPERATION - What is the employee's attitude towards you, towards colleagues, towards the work in general? Is he or she a pleasure or a chore to work with? Is the employee reasonably flexible when asked to perform a job function outside his or her normal duties, or to work outside his or her normal hours for a special project?

4. COMMUNICATION SKILLS - Does the employee have the ability to adequately communicate with colleagues, managers, and customers? Have there been any issues created, or solved, due to the employee's communication skills?

5. DEPARTMENT AND COMPANY ORIENTED - Does the employee have a broader view and deeper understanding than simply his or her own duties? Does he or she speak of the department or company with pride?

6. FOCUS - Is the employee able to maintain focus on the task at hand? Does he or she have difficulty prioritizing job duties above personal business or socializing with other employees?

7. IMPROVEMENT FROM PREVIOUS EVALUATION - Has the employee demonstrated marked improvement from the previous performance evaluation?

8. INTEGRITY - Does the employee demonstrate ethical behavior in the workplace? Does he or she respect the privacy of other employees and of customers?

9. KNOWS WHEN TO ASK - Is the employee able to differentiate between independence and arrogance in the performance of job duties? Does he or she know when to ask a question rather than simply making a guess and moving on?

10. LEVEL OF (TECHNICAL) KNOWLEDGE - Does the employee have and demonstrate an acceptable level of technical knowledge to perform his or her job duties?

11. PRODUCTIVITY / DEADLINES - Is the employee able to consistently meet productivity requirements and project deadlines?

12. QUALITY OF WORK - Has there been positive or negative feedback from customers regarding the quality of the employee's work? What have you observed regarding the employee's work quality?

13. RELIABILITY / GO-TO PERSON - Is the employee reliable? Does he or she consistently demonstrate competence and dependability? Is he or she your "go-to" person?

14. STRESS MANAGEMENT - How does the employee deal with changes in the work environment? Is he or she able to sift through the "noise" and focus on breaking down the task at hand in order to complete it on time? How does the employee interact with other members of the department when tensions are high?

15. TEAMWORK / PITCHING IN - If the department is short-handed, does the employee willingly pitch in to finish tasks assigned to others in the department as appropriate? Does the employee volunteer to assist?

Here some scopes for employees performance assessment

* Objectives achievements ( Quantity & Quality)

* Adherence to working procedures

* Nearly no absenteeism

* Nearly no disciplinary measures

* Involvement & added value within the improvement process

* Motivation with positive attitude within brainstorming sessions & meetings 

Quality, Quantity, Presence, Effectiveness of time and cost, Creativity, Attitudes and habits and etc. Thank you.

two types

1- attend - with work group - not absent - not make problem

2- efficient work - not mistake - develop him self

Agree with my cute friend Ismi Puji :)

Even though there are lot of minor details available to assess the performance of the employees, the major criteria is it have a yard stick to measure the performance of the employees on the 

Quality & Quantity Evaluation of the work.

Cost effectiveness 

Functional appraisal. 

1- Getting things done2- Effective cooperation3- Effective communication4- Creativity5- Attendance

Very excellent presentation by: Mr. Ibrahim Hussein Mayaleh.  I support the answer provided by Mr. Ibrahim Hussein Mayaleh along with the opinion expressed in other answers.

The personal performance of an employee is evaluated in the course of an evaluation discussion. The evaluation focuses on the performance of individual employees in the duties assigned in their job descriptions and otherwise by the employer and on the objectives assigned for the employee in the previous performance appraisal or in some other corresponding manner. 

Employee evaluations represent a fundamental tool used by businesses to conduct periodic appraisals of employee performance. An effective employee evaluation forms the supporting evidence for promotions and pay increases. These assessments also alert managers when an employee needs further training or support in his position. Those evaluating employees must ensure that all the necessary criteria is included in the appraisal so they can accurately guide the employee toward future success.

Criteria, such as an employee’s organizational and interpersonal skills, evaluate how the employee interacts with others and how well he prioritizes tasks and responsibilities and manages time. Traits that managers evaluate include commitment to customer satisfaction, ability to work as a team player, communication skills, continuing improvement and growth, and time management skills. To gain insight on these areas, managers may include experiences of customers and those in other departments when working with the employee.

Criteria involve performance assessment of the core elements of an employee’s job—the key duties listed on a job description. Objective assessment of whether the employee consistently completes duties is often easier than other evaluation areas. For example, if one of an employee’s duties involves developing monthly marketing plans, the manager can quite easily determine whether the employee has followed through on a monthly basis as expected. For this portion of the evaluation, managers should create a checklist of known and expected duties of the employee. If the appraisal shows that the employee periodically fails to meet these responsibilities, the manager must give the employee an opportunity to explain.

Employees must set clear and challenging, but achievable, goals for each assessment period in collaboration with his immediate supervisor. This portion of an employee evaluation assesses how and if the employee met those goals. Managers can use information gathered from this portion of the assessment to determine whether to set more challenging goals or keep them the same. Some employees regularly take on major projects outside of their job descriptions. Mangers may include these projects in this portion of the assessment along with recognition for employees going over and above necessary duties.

In this area of the job description, managers can include achievements and accomplishments of the employee. For example, if the employee failed to reach some goals or meet some responsibilities on occasion, but was attending college at night. Noting his graduation and achievement in education may attenuate negative marks in other job areas. Mangers may note career-related training, such as certifications and licensures, the employee obtained during the evaluation period as these may warrant a pay increase

AGREED TO ALL,

BUT WHAT I HAVE EXPERIENCED IS THAT, A EMPLOYEE PERFORMANCE IS MEASURED ON THE BASIS OF JOB DESCRIPTION FOR WHICH HE GOT HIRED AND THE DISCHARGE OF HIS DUTIES AND OUTCOME .