Performance Appraisal Checklist 13203q

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I. Contents of getting performance appraisal checklist ================== Businesses generally conduct employee evaluations annually or semi-annually. Managers often evaluate new employees after their first 90 days of work. Upper management may use the information collected through employee evaluations to grant promotions and pay raises. An employee evaluation checklist keeps the evaluating supervisor on track and ensures that he reviews all important performance areas. Typically, commentary and grading associated with the evaluation is written directly on the checklist. Set Expectations Supervisors must clearly outline expectations and goals for the employee at the beginning of the evaluation period. Employers cannot expect satisfactory performance from employees who do not understand the managerâ??s expectations. Communicating these performance standards from the beginning allows the employee to set personal objectives to efficiently meet performance standards. Schedule Evaluation Time Frame Managing staff must let their employees know the time frame for the evaluation period. Upon hire, employees should know definite start and end dates for their evaluation periods. Some companies require that employees conduct a self-appraisal right before the formal evaluation. Managers can email forms and due dates for this component to employees. Collect ing Information

Documents and other evidence of performance give the evaluating managerâ??s final appraisal more authority. This documentation can include awards, new certifications, training, warnings or disciplinary action and items the employee has produced in the course of his daily work. Managers should keep a daily or weekly list of employee performance and dependability as observed throughout the period. This provides historical evidence of quality or poor performance. Measure Performance Managers must evaluate the results of work completed by the employee during the evaluation period. Employees should present a list all completed work with completion dates to the manager at the time of review. The manager then cross checks his list to ensure nothing was missed. He also notes areas of improvement or decline in the employeeâ??s performance and may offer praise or advice based on these observances. Communicate With Fellow Employees The evaluating manager should talk to the employeeâ??s coworkers regarding their opinions on her performance and participation as part of a team. This insight can prove valuable when making final recommendations to upper management. Face-to-Face Meeting The final step involves scheduling a face-to-face meeting with the employee to discuss the evaluation outcome. The manager communicates areas needing improvement as well as areas where performance has reached or sured expectations. ==================

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 – Rater’s 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 istration, 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 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 ed by descriptions, is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; may be too much and may appear to be punishment.

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