Performance appraisal wiki

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I. Contents of getting performance appraisal wiki

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While the performance appraisal process isnt exactly a favourite amongst managers, it is helpful
to know that there are several different types of performance appraisal strategies to choose from.
Knowing there are options available should give you the flexibility to find the right type of
appraisal method for each department or even specific employee within your organisation. Here
are a few different types of appraisal methods:

The 360-Degree Appraisal - This method of appraisal involves allowing other employees
to fill out a questionnaire detailing their experiences with a specific employee. The
feedback of peers can be reviewed by the manager and considered during the appraisal.

General Performance Appraisal - This appraisal method involves ongoing communication

between the manager and employee throughout the entire year. At the end of the year
youll determine whether the pre-set goals and objectives were met, provide feedback,
and set new goals.

Technological/Administrative Performance Appraisal The technological or

administrative performance appraisal focuses more on technical skill than anything else
because these employees have specialized tasks. Theyre judged on specific skills, the
amount of work they produce/complete, and a variety of other tasks.

Manager Performance Appraisal - Managers must go through the appraisal process as

well. This type of appraisal usually covers both job skill as well as human resource skill,

as most managers usually have clients to keep happy as well as a team to keep organised.
Most often a manager appraisal will include feedback from team members, usually
obtained anonymously.

Employee Self-Assessment - This type of appraisal is one of the most dreaded by

employees as no one seems to enjoy rating themselves. Most often the self-assessment is
compared to an assessment completed by the manager and then discussion regarding the
differences follows.

Project Evaluation Review A project evaluation review is a great project management

tool. Instead of waiting until the end of the year an employee or team is reviewed at the
end of each project. This gives them the tools necessary to make adjustments for the next
project.

Sales Performance Appraisal Sales performance appraisals are often the easiest to
conduct but the most painful. A salesperson is simply judged on his results versus his set
goals and salesmen are often held to their financial goals more than any other section of
the organisation. A manager and salesperson must discuss ways to achieve their goals or
changes that need to be made to make them reachable yet still realistic.

There are a myriad of different appraisal types and well go over each in more detail in the
future. Simply walk away today with the understanding that there is no out of the box appraisal
process you can apply to every member of your organisation. Theyre all individuals and have to
be appraised as such as well!
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III. Performance appraisal methods

1. Essay Method

In this method the rater writes down the employee

description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.

2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages helps overcome rating
errors. Disadvantages Suffers from distortions
inherent in most rating techniques.

3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases

4. Checklist method

Under this method, checklist of statements of traits of

employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an

employee stands in his group. It does not test anything

about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

III. Other topics related to Performance appraisal wiki (pdf, doc

file download)
Top 28 performance appraisal forms
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11 performance appraisal methods
25 performance appraisal examples
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