Load optimization in prime power applications Removal of carbon build-up on generator piston rings Data center tests electricity and air-conditioning Load bank types[ edit ] The three most common types of load banks are resistive, inductive, and capacitive. Both inductive and capacitive loads create what is known as reactance in an AC circuit. Reactance is a circuit element's opposition to an alternating currentcaused by the buildup of electric or magnetic fields in the element due to the current and is the "imaginary" component of impedance, or the resistance to AC signals at a certain frequency.
Yearly performance reviews are critical. Organization's are hard pressed to find good reasons why they can't dedicate an hour-long meeting once a year to ensure the mutual needs of the employee and organization are being met.
Performance reviews help supervisors feel more honest in their relationships with their subordinates and feel better about themselves in their supervisoral roles. Subordinates are assured clear understanding of what's expected from them, their own personal strengths and areas for development and a solid sense of their relationship with their supervisor.
Avoiding performance issues ultimately decreases morale, decreases credibility of management, decreases the organization's overall effectiveness and wastes more of management's time to do what isn't being done properly.
Conduct the following activities.
Design a legally valid performance review process Patricia King, in her book, Performance Planning and Appraisal, states that the law requires that performance appraisals be: Be sure to build in the process, a route for recourse if an employee feels he or she has been dealt with unfairly in an appraisal process, e.
The process should be clearly described in a personnel policy. Design a standard form for performance appraisals Include the name of the employee, date the performance form was completed, dates specifying the time interval over which the employee is being evaluated, performance dimensions include responsibilities from the job description, any assigned goals from the strategic plan, along with needed skills, such as communications, administration, etc.
Signatures may either specify that the employee accepts the appraisal or has seen it, depending on wording on the form.
Schedule the first performance review for six months after the employee starts employment Schedule another six months later, and then every year on the employee's anniversary date.
Initiate the performance review process and upcoming meeting Tell the employee that you're initiating a scheduled performance review. Remind them of what's involved in the process.
Schedule a meeting about two weeks out. Have the employee suggest any updates to the job description and provide written input to the appraisal Have them record their input concurrent to the your recording theirs. Have them record their input on their own sheets their feedback will be combined on the official form later on in the process.
You and the employee can exchange each of your written feedback in the upcoming review meeting. Note that by now, employees should have received the job descriptions and goals well in advance of the review, i.
The employee should also be familiar with the performance appraisal procedure and form. Document your input -- reference the job description and performance goals Be sure you are familiar with the job requirements and have sufficient contact with the employee to be making valid judgments.
Don't comment on the employee's race, sex, religion, nationality, or a handicap or veteran status. Record major accomplishments, exhibited strengths and weaknesses according to the dimensions on the appraisal form, and suggest actions and training or development to improve performance.
Use examples of behaviors wherever you can in the appraisal to help avoid counting on hearsay. Always address behaviors, not characteristics of personalities. The best way to follow this guideline is to consider what you saw with your eyes.
Be sure to address only the behaviors of that employee, rather than behaviors of other employees. Hold the performance appraisal meeting State the meeting's goals of exchanging feedback and coming to action plans, where necessary. In the meeting, let the employee speak first and give their input.
Respond with your own input. Then discuss areas where you disagree. Attempt to avoid defensiveness; admitting how you feel at the present time, helps a great deal. Discuss behaviors, not personalities.
Avoid final terms such as "always," "never," etc. Encourage participation and be supportive. Come to terms on actions, where possible.
Try to end the meeting on a positive note.How to Evaluate the Performance of Banks by Robert Shaftoe ; Updated July 27, Banking is a highly regulated industry, which makes it easier for you to evaluate each bank's relative performance, and also the industry as a whole. Community Reinvestment Act Performance Evaluation U.S.
Bank National Association Charter Number: 24 This document is an evaluation of the CRA performance of U.S. Bank National Association CDFIs include community development banks, credit unions, loan funds, venture capital funds, and micro-enterprise loan funds, among others.
Seven Steps To Measure Supplier Performance by Sherry Gordon 20 I AUGUST I alphabetnyc.com very organization knows it should be assessing supplier performance. Most are deploying some sort of . In addition to the articles on this current page, see the following blogs which have posts related to Employee Performance Appraisals.
Scan down the blog's page to see various posts. Also see the section "Recent Blog Posts" in the sidebar of the blog or click on "next" near the bottom of a post in. EFFECTS OF MOTIVATION ON EMPLOYEE PERFORMANCE: A CASE STUDY OF GHANA COMMERCIAL BANK, KUMASI ZONE.
BY THOMAS OWUSU A Thesis submitted to the Institute of Distance Learning, Kwame Nkrumah University of Science and Technology in Partial fulfilment of the requirements for the degree of COMMONWEALTH EXECUTIVE OF MASTERS IN BUSINESS .
Use this search tool to find CRA performance evaluations for a specific bank or for all the banks in a state.
You can also further narrow your search to focus on a specific performance rating. You can also search CRA performance evaluations organized by month and year if you know the publication month of the evaluation.