PERFORMANCE

APPRAISAL
Basic problem
at
Amber
…How can we decide
suitable system of
appraisal ???????
 Various appraisal systems
 Traditional methods
 Straight line comparision method
 Graphic rating method
 Ranking or grading method .
 Paired comparision method (man to man)
 Forced distribution method
 Critical incident method
 Field review method
 Group appraisal method
 And many more
 Modern methods

 Assessment centre method

 Appraisal by results….(MBO)
 Human Asset Accounting method
 Behaviourly anchored rating scales method.
(BARS)
 Graphic rating method.
 Compare individual performance to an absolute
standard.
 Judgments about performance are recorded on a
scale.
 This is the oldest and most widely used technique.
 Appraisers are supplied with printed forms, one for
each employee.
 In continuous order like 0, 1, 2, 3, 4 and 5, the
appraiser assigns the points to each degree.
 Advantages
 Simple to use
 Provides quantitative rating for each employee
 Disadvantages
 Standards may be unclear.
 Halo effect.
 leniency .
 Personal bias
 Ranking method
 In this the employees are ranked from best to worst on
some characteristics.
 The rater first finds the employee with the highest
performance and the employee with the lowest
performance in that particular job category.
 And rates the former as the best and the latter as poorest.
 Then the rater selects the next highest and next lowest and
so on until he rates all the employees in that group.
 Advantages
 Simple to use
 Overcomes the problems of graphic scale method
like central tendency.
 Disadvantages
 Standards may be unclear.
 Ratings still not precise.
 Personal bias by rater.
 Lacks to provide quantitative rating.
 Modern methods
 Advantage
 Accuracy.
 Overcome central tendency.
 Overcome Halo effect.
 Overcome Personal bias etc etc
 Disadvantage
 Very difficult to develop.
 Conclusion
 Every organisation should evaluate each method.
 Go through its advantages and disadvantages.
 Select the method which would suit the purpose best.
 Change if it does not worked according to expectation.
 WHAT ARE THE STEPS
THAT YOU WILL TAKE
SERIALLY TO CORRECT
THE SITUATION??
 Part One: Objectives & Purpose
 Identify the purpose and benefits of the
performance appraisal process
 Provide knowledge and tools for conducting a
positive and effective performance appraisal
 Help to be objective, supportive and fair to every
employee
 Establish "next-step" performance goals
 Provide a "best in class" sample performance
appraisal form
 Part Two: Guidelines & Rating
 EXCEPTIONAL - The employee consistently and
significantly exceeds expectations of the job in all areas.
 HIGHLY EFFECTIVE - The employee exceeds expectations
in several areas on a regular basis.
 SOLID PERFORMANCE - The employee consistently
fulfills expectations and at times may exceed expectations.
 NEEDS IMPROVEMENT - The employee’s performance
does not consistently meet expectations. A performance
improvement plan is required.
 NOT EFFECTIVE - Even with additional coaching and
supervision, the employees performance does not meet
expectations. Immediate improvement is required – final notice
should be considered.
 Part Three: Use of Language
 It is the responsibility of higher management to
carefully plan what will be communicated during the
annual performance review.
 Part Four: preparation
 Ask employees to complete a self-evaluation while you are
preparing your own assessment.
 Arrange for a mutually convenient time and location. Ensure
there will be no interruptions.
 Review each performance rating and the facts supporting
each rating.
 Develop an agenda or outline for the discussion beforehand.
 Anticipate reactions. Be prepared to know how you’ll
respond in the event of an employee becoming defensive,
angry, silent, sad or even crying.
 Role play any difficult discussions you may need to prepare
for.
 Part Five: Performance Goals
 Involve the employee
 Determine overall department/team goals and
objectives
 Review current roles and responsibilities for the
job
 Align individual goals with team goals
 Determine measures for success
 Review progress to goal regularly, revise goals as
necessary
 Step Six:
Proper Follow Up