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Review the employees beginning job skills, meaning what qualifications the employee had at
the start of the evaluation period one year ago. Discuss any improvements necessary and praise
the employee for skills that have improved during this time. Determine what additional skills the
employee can learn during the next evaluation period by setting reasonable goals for professional
development.
The employee should feel free to provide input throughout the performance appraisal. Employers
who formally implement employee input often have an employee self-appraisal form. If this is
the case, the employee will come to the performance appraisal meeting with the completed selfappraisal.
Review Accomplishments and Goals
Accomplishments throughout the evaluation year will be enumerated. If there are quantifiable
goals established for the review period, the manager and employee determine if the goals have
been met. Often, a management by objective technique is used to track specific goals, progress
and completion for each quarter. Using this technique simplifies the performance appraisal
because there are intermediate assessments made during the evaluation period.
Final Steps and Rewards
An overall appraisal score may be discussed during the meeting or it may be calculated after the
manager has had an opportunity to consider the employee input. In addition, the manager should
indicate whether or not the employee will be entitled to an increase in pay or bonus, if
applicable. Many employers use a scale that determines a percentage increase for performance
appraisal scores. Whenever possible, the manager should inform the employee of the type or
amount of increase to expect for her performance during the year.
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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