Performance Appraisal Methods & Forms (Major Components of PA Form…
Performance Appraisal Methods & Forms
Past Oriented Methods (Traditional)
Consists of several numerical scales representing job-related performance criterions such as dependability, initiative, output, attendance, attitude. The appraiser will give rating for every trait given by marking or choosing number based on his observation and satisfaction
Field Review Method
Appraisal done by someone outside employee's’ own department usually from corporate or HR department.
Checklist of statements of traits of employee in the form of Yes or No based questions is prepared
Forced Choice Method
Contains a series of groups of statements, and rater rates how effectively a statement describes each individual being evaluated
Critical Incident Method
Focused on certain critical behaviors of employee that makes all the difference in the performance. The manager keeps a written record of both highly favourable and unfavourable actions performed by an employee during the entire rating period
Performance Tests & Observation
Based on the test of knowledge or skills. The tests may be written or an actual presentation of skills. Tests must be reliable and validated to be useful.
Rater writes down the employee description in detail within a number of broad categories
Mostly used by government departments.The system is highly secretive and confidential. Feedback to the assessee is given only in case of an adverse entry.
Forced Distribution Method
Ratings of employees’ performance are distributed along a bell-shaped curve. Rater is compelled to distribute the employees on all points on the scale. It is assumed that the performance is conformed to normal distribution.
Comparative Evaluation Method
Compares each employee with all others in the group, one at a time. After all the comparisons , the employees are given the final rankings
Ranks his worker based on merit, from best to worst (highest to lowest in performance). However how best and why best are not elaborated in this method.
Future Oriented Methods (Modern)
Management By Objectives
Performance is rated against the achievement of objectives stated by the management
More directed to assess employees potential for future performance rather than the past one. It is done in the form of in-depth interviews, psychological tests, and discussion with supervisors and review of other evaluations
A central location where managers may come together to have their participation in job related exercises evaluated by trained observers. It is more focused on observation of behaviors across a series of select exercises or work samples.
Technique which is systematic collection of performance data on an individual group, derived from a number of stakeholders like immediate supervisors, team members, customers, peers and self.
Behaviorally Anchored Rating Scales (BARS)
Assess an employee’s behaviours instead of other characteristics. It is important to identify job dimensions (which are the most important performance factors in a job description)
Cost Accounting Method
Evaluated from the monetary returns yields to his or her organization. Cost to keep employee, and benefit the organization derives is ascertained
Types of performance appraisal systems
allows the appraisee and their manager discuss any issues they deem appropriate drawn from their experience over the appraisal period
a number of categories on which the appraisee's performance is rated, including an overall performance rating
Major Components of PA Form
Developmental needs,plans, and goals
Major achievements and contributions
Competencies and Indicators
Accountabilities, objectives and standards
Basic Employee Information
Characteristics of an effective PA form
Easy to understand, easy to administer, quick to complete, clear, and concise
Include information related directly to the tasks and responsibilities of the job
Sufficiently descriptive that an outside party has a clear understanding of the performance information conveyed
Allow managers in different functions and departments to adapt them to their particular needs and situations
Characteristics of an effective performance appraisal system
Appraisal form, procedures and rules should be standardised. There should be well-defined performance criteria and standards
Employees should be treated in a supportive manner.
Reliable and Valid
Provide consistent, reliable and valid information and date.
Feedback and Participation
Ratings should be communicated to both the employees and the raters. The appraisal system should be open and participative.
Clear, specific, timely and
Appraisal should not judgmental and purely control-oriented. The supervisors should help people reach their full potential.