What method is NOT used for performance evaluation?

The method that is not typically used for performance evaluation is goal specificity. While goal specificity refers to the clarity and precision of the goals set for individuals within an organization, it is not itself a performance evaluation method. Instead, goal specificity is a component of goal-setting theory, which suggests that specific and challenging goals lead to higher performance. It serves as a framework for setting objectives rather than evaluating whether performance has met those objectives.

On the other hand, descriptive essays, do-your-best goals, and classification procedures are actual methods used in evaluating performance. Descriptive essays allow evaluators to provide qualitative assessments of an employee's performance, capturing nuances that numerical ratings may miss. Do-your-best goals encourage individuals to perform to the best of their abilities without strict benchmarks, which can also be a useful tool in performance evaluation, particularly for creativity or qualitative work. Classification procedures help categorize employee performance into defined ratings or levels, making it easier for organizations to assess and compare performance systematically.