Assessment is a process of formalized grading and documenting broadly defined competences (knowledge, skills, attitudes) of a given person or team.

Worth to know

  • Employee assessment - has a formalized character and in relation to the form can be separated into current assessment (unformalized), carried out by their superior constantly, during everyday work, and periodical assessment (formalized), which is done in specific time periods, following predetermined procedures and with the use of specifically constructed tools.
  • Examples of the use of this method are grades in school or at university, exam results, 360-degree assessment, and self-evaluation, which allows one to look into oneself and grade ones’ own potential - strengths and weaknesses and development potential.
  • Assessment is an inherent part of the modern education school and academic system - each person is used to such form of evaluation and communication of competencies.
  • Assessment helps in establishing the differences in payment, justifying lay-offs, displacements, or promotions.
  • A student’s or employee’s grades are also a valuable source of information for the grading person, e.g. an unsatisfactory grade can serve as an indication that the method (technique) of learning or style of leading should be changed. 
  • The right attitude of the grader is important - grading both the positive aspects of an employee’s behavior as well as areas for improvement. Thanks to that the employee knows, what he is good at, and what he has to work on.
  • A key trait of a good great is a former definition of the grading’s goals - whether it is evaluative or developmental. Thanks to that everyone will know why they are graded. It should be remembered that choosing too many goals in one grading system leads to the system’s defectiveness.
  • If the grader is not an authority figure for the graded, the evaluated employee might not treat their grade seriously or ignore it completely.
  • A very interesting occurrence is the influence of the first impression on the whole grade. The first impression arises under the influence of the initial knowledge about the subject of grading, but also under the influence of their emotions and desires, and then imposes a big influence on the selection of additional information. The graders usually search for affirmation of their initial assessment and dismiss any indicators, that do not align with their impression or are hard to interpret. This usually subconscious process is a strategy of confirmation. In specific cases, the initial grades can change the grader’s behavior and their interactions with the graded that the initial impressions confirm themselves. This occurrence is known as the self-fulfilling prophecy and is categorized as a distortion of the assessment process.
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