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Performance Appraisal - Coggle Diagram
Performance Appraisal
Definition : :pencil2:
is a systematic, periodic process for evaluating an employee's job performance against predefined standards over a specific period. Its primary goals are to provide actionable feedback, identify training needs, and inform decisions on compensation, promotion, and development.
Sources :pen:
Immediate Manager/Supervisor:
The most common source, where the employee's direct boss evaluates their performance based on daily observation.
Self-Appraisal:
The employee assesses their own performance, strengths, weaknesses, and achievements.
Subordinate
Appraisal (Upward Feedback):
An employee's subordinates provide feedback on their manager's leadership and effectiveness.
Peer Appraisal:
An employee's colleagues or teammates, who work at a similar level, evaluate their performance and collaboration.
Customer Appraisal:
Internal or external customers provide feedback on the employee's performance, service, and professionalism
Customer Appraisal:
Internal or external customers provide feedback on the employee's performance, service, and professionalism.
Common Errors
Halo Effect ←→ Horns Effect
Halo: One positive trait positively influences all other ratings.
Horns: One negative trait negatively influences all other ratings.
Spill Over Effect (Past Bias) ←→ Recency Effect (Present Bias)
Spill Over: Allowing past performance to unduly influence the current review.
Recency: Allowing recent performance to overshadow the employee's performance over the entire period.
Leniency Error
The rater is consistently too easy or generous in their ratings, giving high scores to everyone.
Similarity Error
The rater gives higher ratings to employees they perceive as being similar to themselves in background, interests, or personality.
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