Job Performance Appraisal

Job performance appraisal
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I. Contents of getting job performance appraisal

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Do you remember the feeling you got in the pit of your stomach when it came time for your
teacher to hand out report cards? It didn't matter whether you were expecting a good one or a bad
one. You just couldn't be absolutely sure of what your teacher thought of you. The same is true of
a performance review. You may be confident you've done a good job, yet you are still stressed
out about it. After all, it can determine your whole future.
Employers often base their decisions about raises and promotions on performance reviews,
which are also called employee appraisals and performance evaluations. Sometimes they even
use them to determine whether or not to keep an employee. To let you in on a little secret, many
managers dislike performance reviews as much as their subordinates do. They would much
rather offer feedback on a more regular basis, but yet their employers require them.
Most people feel helpless when it comes to performance reviews. The person writing it really
does wield a lot of power. It's his or her opinion of what you've done over the past year that goes
into the report and therefore into your permanent file. Preparing for the review will not only
alleviate some of your anxiety, it may help improve the outcome. You can also devise a strategy
for dealing with a bad review. Here's what you need to do when you find out you have a review
coming up.
First, become familiar with the review process: Sometimes fear of the unknown is the
worst part. You should understand why many employers use performance evaluations as a
way to evaluate their employees. Theoretically the goal is to provide feedback, clearly
communicate expectations and open up a dialogue with employees. In an ideal world this
would be done more frequently than once a year, but that's not always how it happens.
Next, prepare your own review: Make a list of all the achievements and accomplishments
you had throughout the year. If you kept track of them, doing this should be fairly simple,
but if you didn't, you will have to spend some time figuring out what you accomplished
since your last review. Most importantly, make note of how your employer has benefited
from your hard work, i.e. increased profits, a bigger client roster, retention of older
clients. Then highlight everything you want to discuss. Review this material the night
before you meet with your boss.
What should you do if you get a poor review?: If you feel you have received an unfair
review, you should consider responding to it. You should first try to discuss the review
with the person who did it. Heed this warning, however. Wait until you can look at it
objectively. Was the criticism you received really that off the mark or are you just
offended that you were criticized in the first place? If you eventually reach the conclusion
that the review was truly unjust, then make an appointment to meet with your reviewer. If
there are any points that were correct, acknowledge those. Use clear examples that
counteract the criticisms made. A paper trail is always helpful. Present anything you have
in writing that can back you up. If you didn't leave a paper trail, remember to do this in
the future.
What should you take away from your performance review?: Ultimately, you should
regard your review as a learning opportunity. You should be able to take away valuable
information, whether it is about yourself or your reviewer. If you received valid criticism,
figure out how to make improvements over the next year. Do you need to update your
skills, manage your time better, or get to work on time more regularly? Maybe you just
need to make yourself more visible so that your boss can be made aware of your
accomplishments. If you came to the conclusion that your boss is impossible to please,
just keep doing your job as best as you can.
==================
III. Performance appraisal methods
1. 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.
2. 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.
3. 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 Raters biases
4. 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
5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.
6. 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.
III. Other topics related to Job performance appraisal (pdf, doc

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Job performance appraisal

I. Contents of getting job performance appraisal

III. Performance appraisal methods

In this method the rater writes down the employee

2. Behaviorally Anchored Rating Scales

Under this method, checklist of statements of traits of

employee stands in his group. It does not test anything

6. Critical Incidents Method

III. Other topics related to Job performance appraisal (pdf, doc

performance appraisal techniques

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