(Print) Use this randomly generated list as your call list when playing the game. There is no need to say the BINGO column name. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.
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Competency-Based Assessments: Performance is measured based on how well employees demonstrate key skills and behaviours (CIPD, 2023).
360-Degree Feedback: Performance feedback is gathered from managers, peers, and sometimes customers (CIPD, 2023).
Management by Objectives (MBO): Performance is assessed based on how well employees meet set goals (CIPD, 2023).
Peer Review: Employees are evaluated by co-workers, encouraging teamwork and accountability (CIPD, 2023)
Behaviourally Anchored Rating Scales (BARS): Measures performance based on specific behaviours linked to job success (Armstrong, 2020).
Appraisals help align employee goals with business objectives (CIPD, 2023).
Appraisals can motivate staff, identify training needs, and support career development (CIPD, 2023).
They improve communication between managers and employees (Armstrong, 2020).
• They help managers and employees discuss achievements and areas for improvement (Armstrong, 2020).
Appraisals help to recognise good performance and reward employees (CIPD, 2023)
Checklists: Managers use yes/no checklists to assess if employees meet specific behaviours or tasks (Armstrong, 2020).
Appraisals are used to evaluate employee performance, set goals, and give feedback (CIPD, 2023).
Self-Assessment: Employees evaluate their own performance and reflect on strengths and weaknesses (Armstrong, 2020).
They can help identify future leaders for promotion (Armstrong, 2020).
Rating Scales: Employees are rated on a scale for different skills (e.g., 1 to 5) (Armstrong, 2020).
Appraisals help manage underperformance fairly and professionally (CIPD, 2023).
