Performance appraisal

Case
• Jason sat at his desk staring at 25 performance evaluation forms that had to
be completed before he could leave work. Human resources reminded him
two weeks ago that they would be due on the 15th, but other duties seemed
to always prevent him from getting around to doing them. He really didn't
know why the company bothered with these forms anyway. After all,
everybody got virtually the same amount of raise each year and nothing was
done with low performers. Plus, he really liked most of the folks who worked
for him. They generally worked hard and got the work done eventually.

• Shoot, why not just give everybody an average evaluation and call it a night.
Directions on the form stated that the only ratings he had to justify were
those that were either above or below average. Besides, how was he
supposed to remember what 25 people had done over the past year and
how well they did it?
 The Process
Step1 : Plan the Performance
(Identify the Performance Goals, Communicate them & establish an
appraisal criteria)
Step 2 : Determine the responsibility for appraisal
(Appraisal period, method, software required and role of the
appraiser & appraisee). Caution : Anticipate problems
Step 3 : Examine the work performed
( Mgt. support : Coaching, Training & Development)
Step 4 : Determine the responsibility for appraisal
Step 5 : Appraise the results
Step 6 : Conduct Appraisal Interview
 Methods of PA
• TRADITIONAL METHODS
• Graphic Rating Scales
• Ranking
• Paired Comparison
• Forced Distribution
• Critical Incident
• Checklist
– Simple
– Weighted
• Essay Form
• Group Appraisal
• Confidential Reports
 Methods of PA
• MODERN METHODS
• BARS
• Assessment centres
• Human Assest Accounting
• Management By Objectives
• 360 degree
 Graphic Rating Scales

– Most commonly used : employees rated according to defined factors on a

scale having 5-7 categories described by adjectives.
A typical appraisal form using graphic rating scale

Name Job Title

Supevisor/ manager Deptt.

Appraisal period : From To

Evaluate the performance in each of the following factors on a scale of 1 to5

where :
5: outstanding
4 : Above expectations
3 : Meets expectations
2 : Below expectations
1 : needs improvement
Part I – TASK OUTCOMES (Weightage – 80%)
Appraisee to list the performance related targets and both rate how well they have
been achieved
Self Supervisor
……………………………………………. ______ ______
……………………………………………. ______ ______
……………………………………………. ______ ______
……………………………………………. ______ ______
Quality of work ______ ______
Quantity of work ______ ______
Total Points ______ ______
Average Score ______ ______

Comments by Supervisor:_______________________________________
Part II – PERSONAL BEHAVIOUR (Weightage – 20%)
Self Supervisor
Leadership ______ ______
Interpersonal skills ______ ______
Developing others ______ ______
Customer Service ______ ______
Teamwork ______ ______
Total Points ______ ______
Average Score ______ ______
Comments by Supervisor : ______________________________________________
Performance goals for the next appraisal period
______________________________________________
______________________________________________
______________________________________________
Self Development Activities for this employee
______________________________________________
______________________________________________
Employee’s Comments :
______________________________________________
______________________________________________

Evaluated By ___________________ Desg. _______ date _______

Approved By ____________________ Desg. _______ date _______
Employee’s Sign (does not necessarily indicate agreement ) ____________
Desg. _______ date _______
 RANKING METHOD
 The rater simply places all employees from a group in rank order
of overall performance.
 Feasible when the number of employees is not too large i.e 5-6
 Paired Comparison : Performance of each employee is compared
with every other employee in the group and ranked.

A B C D E Tot.
A ----- I II II I 2
B -----
C -----
D -----
E -----
Tot
(I)