Performance appraisal checklist

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I. Contents of getting performance appraisal checklist

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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 manager??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 Supporting Information

Documents and other evidence of performance give the evaluating manager??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 employee??s performance and may offer
praise or advice based on these observances.
Communicate With Fellow Employees
The evaluating manager should talk to the employee??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 surpassed expectations.
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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.

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