Performance appraisal evaluation forms
- 1. Performance appraisal evaluation forms In this file, you can ref useful information about performance appraisal evaluation forms such as performance appraisal evaluation forms methods, performance appraisal evaluation forms tips, performance appraisal evaluation forms forms, performance appraisal evaluation forms phrases … If you need more assistant for performance appraisal evaluation forms, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal I. Contents of getting performance appraisal evaluation forms ================== Employee evaluations and performance appraisals are a chance for managers to interact with employees and develop a plan for improving employee performance. By working with the staff on their professional development, managers can use appraisals to increase productivity and efficiency. There are elements in any employee evaluation that are essential to a successful process. Identifying and using these key elements will create a more comprehensive and useful appraisal process. Job Description A corporate job description needs to be a dynamic document that is updated as the position evolves and changes. The manager should have a current copy of the employee's job description on hand at the appraisal meeting to discuss the process of doing the job and how that process can be improved. Updating the job description and making it an active part of the evaluation process helps to create a more comprehensive and contemporary document for the next person to work in that position. Managerial Evaluation A proactive manager keeps a set of notes on the performance of each employee throughout the course of the year. When it is time for the annual performance appraisals, a manager can take out her notes from the year and develop a more detailed managerial evaluation of the employee's performance. Use your managerial observations to complete the human resources job evaluation
- 2. form more precisely and to create a development plan for the employee that will be an effective professional development tool. Employee Self-Evaluation The employee self-evaluation is done on a form similar to the managerial evaluation. Encourage your employees to make their own notes of their performance throughout the year and to use those notes to fill out the self-evaluation. An employee self-evaluation will help you see if the staff member sees his development in the same manner that you do. Ask for the employee to submit his self-evaluation at least a week before the evaluation meeting so that you can compare your evaluation with his. Examine the areas that seem to offer the most significant difference in opinion, and prepare to discuss those at the appraisal meeting. Follow-Up A successful employee evaluation and performance appraisal requires follow-up by the manager and the employee. Schedule weekly meetings with each of your employees to discuss their progress and evaluate the developmental plan that was put into place during the appraisal meeting. Adjust the developmental plan if necessary, but work together to try to achieve the goals of the plan rather than trying to alter the plan to accommodate an employee's poor performance. ================== III. Performance appraisal methods 1.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 i. Employees are ranked according to their performance levels. ii. It is easier to rank the best and the worst employee. Limitations of Ranking Method i. The “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare
- 3. individuals possessing various individual traits. ii. 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. iii. When a large number of employees are working, ranking of individuals become a difficult issue. iv. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements. 2. 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 – Rater’s biases 3. 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
- 4. 4. 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. 5. 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. 6. 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.
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