Supervisor Evaluation: Fill & Download for Free

For PhD Admission: Papers are great, but it often takes so long to actually get something accepted and published that you're already in grad school by then. So it's okay to say that your work has been submitted for publication. What's really important isn't ABCDEF, but the letter(s) from your research supervisors evaluating your research and your qualities of mind. You need to look like the top student they've seen in years, depending on what university you're coming from, and it's best if you're coming from a top university with research supervisor(s) whose work they're familiar with and respect.

I dispute your premise.First of all, in many cases, it is quite possible to judge quantity. Sales performance, billable hours, piecework, on-time departures, assets under management, and so on, are common metrics.Depending on the job, there may be valid metrics to measure quality. Error rate; feedback from random samples; cancellation percentage; peer and supervisor evaluations; and much more are available.In many of the "equal pay" disputes in which I've represented a client, it is typically a woman who can show, point by point, that her performance statistics are better than the men in her deparment/unit. Nevertheless, she is paid less, or is passed over for promotion, or is assigned to lesser duties. These assertions are capable of proof by competent evidence.Finally, I note that in an all-male work environment, there seems to be no difficulty in finding ways to measure performance and compensate accordingly. I find myself very, very skeptical when managers start talking about how difficult it is to judge quality and quantity, and this difficulty just coincidentally seems to have arisen after women are hired.

Appraisal Cycle in Cognizant is divided into two parts. First is your rating cycle, that runs From January 1st till 31st December.Second is your actual appraisal, which consist of either salary hikes or promotions or both. This happens in June-July, but effective from 1st July always.Now let me explain the both the steps in detail.Step 1 - If you are for appraisal cycle in the current year, which if you have joined on of before 31st Dcember. There used to be documents called YEA(Year End Appraisal) Document and Goal Setting Document. Process for updating these are as below,You need to set your goals as agreed with your supervisor in this document.Your goals and achievements will be evaluated during Mid year review in July-August. This helps you to make sure you are in the right track.In End of Nov or early Dec, final evaluation will start. First, employee will evaluate themselves on the basis of goals set and achieve by them. Then document will be submitted for Supervisor evaluation.Supervisor will put his comments and ratings. But this step is not this simple. :) This evaluation includes factors like available buckets of rating, Managers consent, Politics, Bell curve and blah blah…All this takes aroundd month and half, and ratings would be announced by Mid of Feb.All the employees are rated on below 4 scales,Exceeds All (EA)- top ratingExceeds Most(EM) - Second Top (average rating, this is whatvmost people get)Meets All(MA) - This is called “third rating”, I put this in quotes because it makes you like a third world human being.Meets Some(MS) - This is a rare rating, and could be lead you to termination. I personally never seen this been given to anyone.Now, first step is over. Second step is Hikes and promotions.On the basis of ratings, hikes and promotions are announced in the month of July.