Performance appraisal sheet
- 1. Performance appraisal sheet In this file, you can ref useful information about performance appraisal sheet such as performance appraisal sheet methods, performance appraisal sheet tips, performance appraisal sheet forms, performance appraisal sheet phrases … If you need more assistant for performance appraisal sheet, 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 sheet ================== A performance appraisal, also called an employee evaluation, is a way for managers to keep tabs on employee performance when running a business. The appraisal is a measurement tool that lists key behaviors and duties essential to your work process—you, as the manager, are responsible for rating the employee on each of these points. Step 1 Determine the most important factors or attributes that you want your employees to display while on the job. For instance, "arrive on time," "quality control" or "good customer service." List all of these factors in bullet point format for reference as you develop your performance evaluation form. Step 2 Prepare the performance appraisal form with a listing of questions based on your requirements as listed in Step 1. Categorize your list of questions into sections on the form so that it's simpler for you and the employee to follow. For instance, you might have a section on punctuality, another regarding the employee's responsiveness to customer inquires and yet another regarding dependability. Step 3
- 2. Create a rating scale to use on your appraisal form for each question on the sheet. For instance, you can rate the employee on a scale of 1 to 5, where 1 shows a need for improvement and 5 is for exceptional work. Step 4 Fill out your appraisal sheet for each employee. Take your time when choosing ratings using your own knowledge of the employee's work as well as feedback from customers and co-workers if possible. This is called 360 degree feedback. Step 5 Prepare questions and comments, in addition to the ratings, that you want to speak with the employee about at the actual review. You can enter the comments directly on the form or jot down notes for your own reference on a separate page. For instance, you might want to ask an employee how she managed to improve her sales percentages in such a short period of time so that you can use that information in your sales training procedures. Step 6 Make a copy of the filled form for the employee to keep for his own records after you complete the review meeting. Keep your copy of the appraisal in the employee's file. ================== 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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