Performance management is a critical topic in contemporary management studies due to its impact on employee performance. Performance evaluation is a process that assesses employees based on predetermined criteria and methods. This research examines the criteria for general and specific evaluations of employee performance, based on related research. The employees under consideration work in the software development section. The main active sections in software development companies, including IT, software engineering, finance, sales and marketing, and project control, were explored to identify primary criteria. These criteria were derived from related studies and job descriptions and are used to evaluate the special criteria of each section. The experts were given the primary criteria and subsequently interviewed. No changes in content were made, as per the instructions. The secondary general and specific criteria related to the four active sections were examined. The number of appropriate samples was calculated for each section, and questionnaires related to general and specific performance evaluation were created and distributed. The language used is clear, concise, and objective, adhering to formal register and avoiding biased or ornamental language. The text is grammatically correct and follows conventional structure, with a logical flow of information and causal connections between statements. Technical terms are explained when first used, and precise word choice is employed where necessary. The text adheres to formatting guidelines and citation style, with quotes clearly marked and filler words avoided. After collecting and analyzing the data from the questionnaires, the employees were evaluated using regular and fuzzy Topsis. The study compared two approaches and found that Fuzzy Topsis was the superior method. The employees underwent two evaluations: one based on general criteria for all employees and another based on specific criteria for employees in their own section. The study revealed that the best or worst employees in their own section were not necessarily the best or worst in the entire organization.