A job evaluation is used for assessing each position's relative worth to organizational outcomes. Job evaluations are critical tools to define what roles and responsibilities are of highest value to the organization. This data can then be utilized to design performance management processes and outcomes that are based on quality of work rather than personal similarities. Job analysis tools (A) can be useful for more accurately defining what a job actually does and how it functions within a team or organization but do not necessarily get to the root of responsibility value within the context of performance management. Workplace observations (B) and employee surveys (D) can be useful tools to better understand performance review priorities but are typically used within the job evaluation process rather than on their own as standalone tools.