This section provides a brief description on how to evaluate employees and the approaches to employee evaluations. Job performance evaluation is a task assigned only to line managers. Such responsibility distinguishes staff from line management functions: staff, having no line authority, should not be assigned line responsibility for human resources matters; hiring, evaluating, promoting, reprimanding, suspending, or discharging employees because to do so violates the concept of each employee reporting to but one manager. A job performance evaluation intends to focus the employee’s energies on the performance level expected of them. These evaluations serve as personnel performance quality monitoring for department heads. Three primary objectives of performance evaluations are: (a) to give employees feedback about their work performance; (b) to provide a basis (plan) for directing future employee efforts toward organizational goals; (c) to provide a basis on which managers will decide on promotions, compensation, and future job assignments.