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2. Narrative evaluation - Wikipedia

   en.wikipedia.org/wiki/Narrative_evaluation

   In education, narrative evaluation is a form of performance measurement and feedback which can be used as an alternative or supplement to grading.Narrative evaluations generally consist of several paragraphs of written text about a student's individual performance and course work.

3. Psychological evaluation - Wikipedia

   en.wikipedia.org/wiki/Psychological_evaluation

   Psychological evaluation is a method to assess an individual's behavior, personality, cognitive abilities, and several other domains. [a] [3] A common reason for a psychological evaluation is to identify psychological factors that may be inhibiting a person's ability to think, behave, or regulate emotion functionally or constructively.

4. Self-esteem - Wikipedia

   en.wikipedia.org/wiki/Self-esteem

   From 1997, the core self-evaluations approach included self-esteem as one of four dimensions that comprise one's fundamental appraisal of oneself—along with locus of control, neuroticism, and self-efficacy. [19] The concept of core self-evaluations has since proven to have the ability to predict job satisfaction and job performance.

5. AOL Mail

   mail.aol.com

   Get AOL Mail for FREE! Manage your email like never before with travel, photo & document views. Personalize your inbox with themes & tabs. You've Got Mail!

6. Leiter International Performance Scale - Wikipedia

   en.wikipedia.org/wiki/Leiter_International...

   Leiter International Performance Scale or simply Leiter scale is an intelligence test in the form of a strict performance scale. It was designed for children and adolescents ages 2 to 18, [ 1 ] although it can yield an intelligence quotient ( IQ ) and a measure of logical ability for all ages.

7. 360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/360-degree_feedback

   360-degree feedback is not equally useful in all types of organizations and with all types of jobs. Additionally, using 360-degree feedback tools for appraisal purposes has come under fire as performance criteria may not be valid and job based, employees may not be adequately trained to evaluate a co-worker's performance, and feedback providers can manipulate these systems. [9]