Assessing Job Knowledge: 25 Job Knowledge Performance Review Phrases To Use
94% of employers view skills-based assessments that reflect job knowledge as a key predictor of job success. This highlights a growing recognition of the importance of job knowledge and why HR should focus on building and assessing it for workforce success.
Job knowledge is the foundation of employee performance, enabling staff to do their jobs correctly, confidently, and efficiently. 30% of workers say they need more education and training to get ahead professionally. This is a telling statistic as on-the-job L&D opportunities impact performance, engagement, and retention.
This article discusses why job knowledge is important, job knowledge performance review phrases HR should know. It also explains how you can effectively assess and review it to ensure positive workforce and business outcomes.
Contents
What is job knowledge and why is it important?
Job knowledge examples
What are job knowledge tests?
What is a job knowledge performance review?
25 job knowledge performance review phrases to know
Assess and review job knowledge: Best HR practices
What is job knowledge?
Job knowledge refers to an employee’s understanding of the information, techniques, skills, and procedures required to do a job well. It includes technical skills (e.g., how to operate a piece of equipment) and context (e.g., how a given task aligns with organizational goals, industry norms, and team dynamics).
Why is it important to evaluate?
Job knowledge is essential for the following reasons:
- Increased employee efficiency: Job knowledge allows skilled employees to work faster and make fewer mistakes, because they need less time to understand the work process and can afford to ask fewer questions.
- Enhanced decision-making: The more knowledgeable employees are about their jobs, the better able they are to solve problems effectively, be innovative, and work under less supervision.
- Productivity and business success: Employees with extensive job knowledge can contribute meaningfully to business objectives, driving greater customer satisfaction, revenue, and competitive advantage.
- More efficient onboarding: When new hires quickly grasp their tasks, expectations, and work tools, they can get up to speed faster and feel more confident doing their jobs.
- Better long-term performance: Job knowledge drives better long-term job performance and motivation, enabling employees to take on leadership roles and advance professionally.
3 simple job knowledge examples
Job knowledge is classified as either role-specific or transferable knowledge that involves core competencies. These are often grouped under a wider Knowledge, Skills, and Abilities (KSAs) framework.
Role-specific knowledge includes methods, equipment, standards, and technical skills required for a specific position. Transferable knowledge is broader and can apply to various roles, industries, and work settings. Below are some examples of role-specific job knowledge:
Example 1
- Role: Accountant
- Job knowledge: GAAP Principles
- Why it’s relevant: Understanding the Generally Accepted Accounting Principles is essential for producing accurate financial statements and adhering to good accounting practices.
Example 2
- Role: Recruiter
- Job knowledge: Using an Applicant Tracking System (ATS)
- Why it’s relevant: An ATS is a standard recruiting tool for candidate management, applicant tracking, and conducting interviews to improve the hiring process.
Example 3
- Role: Customer Service Representative
- Job knowledge: De-escalation protocols (Role-Specific Knowledge with elements of Transferable Knowledge like communication and conflict resolution)
- Why it’s relevant: Understanding de-escalation techniques is key to addressing complaints. This also requires some transferable knowledge, like communication and conflict resolution.
What are job knowledge tests?
A job knowledge test measures a candidate’s or employee’s knowledge of the procedures, facts, tools, and responsibilities needed to perform a job. It measures the depth and accuracy of a person’s job knowledge to ensure they can perform their tasks correctly from day one of employment or after training. Common types of job knowledge tests include:
- Multiple-choice assessments: These test candidate or employee knowledge of specific facts or rules (e.g., compliance knowledge, software functionality).
- Written response tests: These tests are designed to assess how well someone can explain concepts or solve problems related to a role.
- Situational judgment tests (SJTs): SJTs present scenarios to evaluate a candidate’s or employee’s decision-making skills in job-specific contexts.
- Hands-on simulations or practical tasks: These are used to evaluate a candidate’s or employee’s real-time use of relevant tools or procedures.
- Certification exams: These exams test specialized knowledge (e.g., SHRM certification for Human Resource roles).
Administering job knowledge tests: HR’s role
HR plays a crucial role in administering job knowledge tests. Your responsibility is to ensure the tests are accurate, fair, and aligned with business needs. This can help identify the best candidates or employees, enhance their overall experience, and legally protect the organization.
HR’s role in administering job knowledge tests includes choosing the right format based on job role and responsibilities, ensuring legal compliance and fairness, and aligning test content with job requirements.
For instance, you could choose multiple-choice tests to assess compliance knowledge, simulations to test suitability for technical roles, or written response tests for applicants to positions that require analytical skills.
HR must also ensure legal compliance and fairness, especially during pre-employment testing. All assessments must be free from bias related to immutable characteristics like age, gender, sexual orientation, ethnicity, nationality, and disability.
Additionally, you should base test questions on updated job descriptions and job analysis. Work with hiring managers or subject matter experts when designing or selecting tests. You can also combine job knowledge tests with other assessments (e.g., interviews or work samples) for a more significant evaluation strategy.
Finally, to establish fairness and trust, be sure to communicate clearly with candidates and employees about the process, timing, and expectations. HR must clarify the test’s purpose, format, timing, expectations, and next steps.
What is a job knowledge performance review?
A job knowledge performance review formally evaluates an employee’s knowledge, understanding, and application of role-specific knowledge, as well as their use of this knowledge in real work situations to produce good results.
Unlike a general performance review, which measures teamwork, attitude, and soft skills, a job knowledge performance review focuses on an employee’s expertise, technical skills, and role-specific know-how.
You would typically conduct job knowledge performance reviews during annual performance review cycles when you evaluate employee eligibility for promotions or new responsibilities, and as part of probationary reviews for new hires.
Facilitating job knowledge performance reviews: HR’s role
HR’s role in facilitating job knowledge performance reviews includes the following responsibilities:
- Supporting managers in evaluating job knowledge: HR provides frameworks, sample questions, and training to determine the accuracy of the evaluation and separate technical proficiency from general work performance.
- Aligning evaluation criteria with job expectations: HR must clearly define the skills, knowledge, and behaviors required for a role and use these as the basis for measuring employee performance during job knowledge performance reviews.
- Encouraging detailed behavior-based feedback: HR must encourage managers to give behavior-based feedback, referencing specific examples of how well employees demonstrate job knowledge in real work situations.
- Helping to integrate job knowledge discussions: HR must communicate that job knowledge performance reviews should be woven into regular feedback, coaching conversations, and professional development plans.
Learn to assess job knowledge fairly and accurately
Develop your skills in conducting fair, accurate job knowledge assessments and job knowledge performance reviews to help your workforce in their career development.
AIHR’s Talent Management and Succession Planning Certificate Program teaches you to assess employee skills and competencies, engage critical talent through career management best practices, and use relevant data to support workforce planning.
25 job knowledge performance review phrases to know
Below are 25 examples of job knowledge performance review phrases you can use in different aspects of this type of review:
Positive performance
- “Demonstrates a strong grasp of job responsibilities and applies this knowledge effectively in daily tasks.”
Highlights employees who consistently perform well, and typically describes those who have passed basic learning to execute their tasks confidently and accurately.
- “Shows expert-level understanding of internal systems and processes, often helping and advising peers.”
Refers to those who have mastered internal systems and processes. This behavior is common in senior staff or experts and signals strong leadership potential.
- “Quickly learns and applies new information, staying up to date with changes in procedures and best practices.”
Refers to workers who can quickly understand and implement new information, and usually applies to employees eager to learn and grow professionally.
- “Consistently integrates job knowledge into practical solutions that improve team efficiency.”
Describes an employee who uses their job knowledge creatively and typically refers to problem-solvers and innovators who consistently improve work processes.
- “Demonstrates thorough knowledge of compliance standards and ensures consistent application across tasks.”
Highlights employees with strong legal and technical knowledge, and is especially relevant for HR, Finance, or Quality teams who help keep the business compliant.
- “Anticipates challenges by applying extensive job knowledge to solve potential issues proactively.”
Describes staff who use knowledge to foresee challenges and devise solutions before issues arise, and applies to those in roles that require foresight and planning.
- “Regularly shares best practices and new insights with the team, strengthening overall team knowledge.”
This highlights those who share new information and best practices with their coworkers. They are typically team players and mentors who promote knowledge sharing.
- “Displays excellent command of technical tools and adapts quickly to system upgrades or changes.”
This describes employees who can quickly adapt to technological changes, and is particularly relevant to tech-savvy employees, especially in IT, marketing, or operations.
- “Applies company policies correctly without frequent supervision or reminders.”
Refers to autonomous, knowledgeable staff, and typically applies to mid- to senior-level employees who need little oversight in their day-to-day work.
- “Exemplifies deep industry knowledge and applies it to improve processes or customer experiences.”
Describes employees who can see the big picture, especially those who interact with clients, customers, or external partners and help boost innovation and competitiveness.
Needs improvement
- “Needs more support in understanding key procedures related to their role.”
Indicates learning gaps, and typically applies to new hires or struggling employees. It signals the need for targeted training or additional support to help them improve.
- “Occasionally makes errors due to gaps in process knowledge.”
Suggests that employees occasionally make mistakes due to misunderstanding processes or procedures, and who need focused coaching to improve accuracy.
- “Relies heavily on team members for information they should already know.”
Refers to staff who frequently request help with their basic tasks, indicating a lack of independence. It applies to mid-tenure workers who must become more self-sufficient.
- “Should dedicate more time to learning company tools and systems to perform tasks more efficiently.”
Highlights technical knowledge gaps, particularly in using company tools or systems. It usually refers to those hesitant to adopt new technologies or work platforms.
- “Shows inconsistent understanding of important policies and procedures, which affects work quality.”
Refers to employees who apply their knowledge inconsistently. It usually points to a need for additional training and clearer guidance.
- “Lacks familiarity with updates to systems or protocols, resulting in outdated practices.”
Describes staff who have trouble keeping up with the latest updates to work systems or protocols, which is common among long-tenured employees resistant to change.
- “Needs to ask more clarifying questions to avoid preventable mistakes.”
Refers to employees who hesitate to seek clarity. This phrase can encourage proactive communication to improve understanding.
- “Demonstrates basic knowledge but struggles to apply it under pressure or changing conditions.”
Describes employees who understand their jobs well but have difficulty applying their knowledge effectively in high-pressure situations, highlighting a need for resilience and advanced training.
- “Requires additional coaching to understand how daily tasks align with broader company goals.”
Applies to employees who find it difficult to understand how their work fits company goals, and encourages them to find a way to connect their work to business objectives.
- “Limited understanding of cross-functional processes impacts collaboration with other teams.”
Highlights staff whose limited knowledge of cross-functional processes hinders collaboration, and suggests the need for better organizational awareness to improve teamwork.
Neutral or observational
- “Is steadily building a deeper understanding of key responsibilities and workflows.”
Describes employees on a positive learning curve, gradually understanding their duties and company operations. It mainly applies to new staff or those taking on a new position.
- “Applies job knowledge well in familiar situations and is working to improve in new or unfamiliar areas.”
Describes employees with good job knowledge who perform confidently in familiar situations. It typically applies to intermediate staff who have moved beyond the basics.
- “Seeks clarification when unsure, which helps avoid errors and supports knowledge development.”
Highlights employees who show good judgment in their learning process by asking questions when unsure, and typically applies to employees still building their expertise.
- “Demonstrates a basic understanding of core processes and is open to feedback and training.”
Describes employees willing to learn and grow through feedback and training. It’s most often relevant for early-career employees building their foundational skills.
- “Applies acquired knowledge with growing confidence but needs more experience to handle complex situations independently.”
Describes employees moving toward mastery, and usually applies to mid-level employees who have a solid foundation but are not fully autonomous in high-stakes or nuanced scenarios.
Assess and review job knowledge: Best HR practices
The following best practices can help you in your approach to assessing and reviewing job knowledge:
- Use job analysis: Conduct a job analysis to determine what knowledge, skills, procedures, and tools are essential for each position, so you can avoid irrelevant or generic assessments.
- Combine objective tests and manager feedback: This will allow for a holistic assessment that paints a full picture by capturing both technical skills and practical applications.
- Avoid bias: Standardize evaluation processes to minimize bias and ensure fairness. Use the same test and review criteria for all employees in similar positions, and train managers to give objective feedback.
- Offer skills development resources: When you’ve identified knowledge gaps, provide targeted learning resources (e.g., mentorship programs or workshops) to make your assessment a developmental process.
- Track trends over time to identify training needs: Spotting patterns across teams and departments can help you identify systemic training needs, skills shortages, and areas for process improvement.
To sum up
Job knowledge is more than knowing how to do the job—it’s about applying that knowledge confidently, accurately, and in ways that drive real business impact. It is crucial in shaping employee success, from onboarding and performance reviews to promotions and training programs.
For HR teams and managers, consistently evaluating and developing job knowledge is a strategic advantage. Developing and assessing job knowledge consistently helps create a knowledgeable, agile, and high-performing workforce prepared to address present and future challenges.
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