The most objective evaluation program availableTraining Schedule
On Line Demo
Developed by JCM Consulting, Inc.
Performance Evaluation Program
First International Version 1986
Latest Version 5.5.7 2021
We have made it easy to do evaluations right!
We have implemented an innovative method to demonstrate our product via the Internet.Call 801-397-0707 to set up a free Internet demo session
View PEP Brochure (You will need a "FREE" Adobe Acrobat Reader to view)
PEP for Windows, is innovative, comprehensive, and the most objective method of employee appraisal available. This evaluation program is designed to be flexible, meaning it applies to virtually every organization and job description. PEP is user- friendly, unique, and flexible, given its ability to implement libraries of job performance factors, weights, and standards. The program is the only product that can use computer network entry or template forms. Of significant importance is PEP's ease of conducting an employee performance evaluation. The evaluation is tied to a blue print designed for positively motivating the employee, thus increasing the employee's productivity.
Our clients are attracted to PEP because it is a more objective, faster solution for the often laborious employee evaluation process. No other method can match our objectivity and comprehensiveness at any price. Organizations are motivated to buy our products because of direct cost/benefit analysis. Replacing valued employees, or hiring the wrong employees, are both costly and time consuming - costs our services have proven to reduce. JCM has an established history of increasing organizations' performance.
Employee performance evaluations have too often represented a waste of time and extra work for managers without establishing any positive results. The Performance Evaluation Program (PEP) is a comprehensive computer-aided evaluation system, adaptable to both large and small companies. With this easy to use program, the supervisor can quickly and objectively evaluate employee job performance. The unique paradigm of tying all performance features (objectives, incidents, and quantity data) to performance factors/competencies makes PEP the most objective appraisal system available.
The PEP program is specifically designed to be flexible, meaning it applies to virtually every job description and organization. This flexibility even allows an importance weighting on up to 24 individual job factors per job. The weighting is done on the computer with the aid of employees and supervisors who know the job. It is very important to see a graphic example while setting the relative weighting. The program automatically converts the job values to percentage making the process simple and easy to understand. The values graph, along with the job standards, are always available to the employees either on-line or as a printout. Employees always know the value of factors comprising their job and will have a blueprint for excellence.
View Job Values Graph Printout (You will need a "FREE" Adobe Acrobat Reader to view)
We describe our performance appraisal system as a modified BARS (Behaviorally Anchored Rating Scales) system. As you are probably aware, BARS is considered the most defensible appraisal method in the case of legal actions. A unique feature in our program is the ability to use quantitative data from any source and compare it to pre-established job standards. While this may sound complicated, our program accomplishes this with very little effort.
View Job Standards (You will need a "FREE" Adobe Acrobat Reader to view)
PEP was first introduced in 1986 as a DOS product. This is not a version or a relative of the subjective essay performance evaluation systems you may have noticed on the market. No matter how cute, easy, or intuitive an essay evaluation appears, it is still the most subjective method of employee appraisal. If you have used or tested any of the computer based products, you are probably aware of statements about essay versus BARS in which they admit BARS is the most objective but theirs is easy. They underline that it may be much more work to put a BARS program in place and that is where PEP comes in.
The PEP program will allow you to state both quantitative and written descriptions for each level of job performance. PEP weighting and standards are better determined with the aid of employee involvement.
The program allows you to compare actual performance against your predetermined standards. Many companies are using these printed performance standards to inform present as well as new employees of job-specific performance expectations.
The evaluation process also allows the employee to identify any basic needs that are not being met in their work environment. The evaluator has the opportunity to enter in comments throughout the evaluation process. If the employee or evaluator does not have access to a computer, the new PEP program will print a custom set of factors on a special template form that is inserted in your printer at evaluation release time. The completed evaluation data is then quickly entered into the program.
A summary report is then generated and to be used for management-employee discussions. Lines of communication are opened as areas of mutual improvement and strength are listed and discussed objectively. Differences of opinions, a blueprint for improvement, areas of strengths and environmental needs are all shown in an easily understood manner. Management also receives a two-part report of scores and evaluation ratings, which greatly assist in the further development of managerial skills.
View Evaluation Results Report (You will need a "FREE" Adobe Acrobat Reader to view)
PEP The first computer aided Performance Evaluation Program!
The DOS version of PEP was a computer-aided program first released in 1986 and the first program on the market to use relative weighting. The early 1987 product added the ability to determine job standards and tie quantitative data to performance factors. The latest dos version 6.3, has served us well, it included many enhancements made in the time between 1989 and 1995. It was virtually flawless (bug free) and it was hard to fix something that was not broken, but there were some things we could do in the windows environment that could not be done in DOS. As far as the managers and employees were concerned, it was basically a manual system. The computer was used to set up the standards and values for each job and to score the evaluation form. PEP for Windows is both a computer-aided program and, if you wish, a full-fledged on line network computer program. Anything you could do with the original program you can do with PEP and much more!
The Performance Evaluation Program is objective, inexpensive, easy to use, and operates quickly. Managers like the program because it eliminates tedious hours of writing lengthy statements. Employees like it because company job policies are addressed. Mutual, open discussions are made possible, productivity increases, turnover rates lower, and work environment improves as employee evaluations are handled in this simple manner.
Listed below are some features of the best evaluation program available
PEP for Windows
Administrator controls the time and tracking of the complete evaluation process
Multiple input options
Job performance standards
What makes PEP different?
All performance elements are tied to the performance factors (job knowledge, quality of work, etc.)
This document maintained by