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employee's job description to more reasonably align with demonstrated skills. Conversely, you
can use it as an opportunity to work with the employee to identify why accurately labeling is
difficult and modify your systems in response. In either case, the evaluation process can be used
to create a stronger team and a more effective system.
Measurement
Each of your criteria should be easily measurable and supported by observed facts over the
evaluation period. This enables you to assess growth, such as when your employee's sales
statistics show significant improvement over time. It also helps to concretely reveal problems,
such as chronic lateness subsequent to an employee's divorce. Working out an appropriate
evaluation period prevents you from overemphasizing recent events. You don't want to give an
employee a raise based on a single fantastic sale, nor do you want to penalize a strong employee
for a bad week.
Employee Rights
Review criteria must not violate any of your employees' rights. You know that you can't
discriminate based on gender, age, disability or religion and your policies probably don't
intentionally violate any of these, but changing an Orthodox Jewish employee's schedule to
require Saturday work or penalizing a pregnant employee for lifting restrictions could be
construed as discriminatory. In addition, your employees have the right to know the evaluation
criteria you are using in advance so that they have a reasonable opportunity to meet your
expectations, and so that they have time to address areas of weakness with you prior to a formal
review.
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1. Essay Method
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
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