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Are you able to support that decision with two to three specific examples?
Are you able to adjust those examples to convey how achieving a point or two higher
rating would have been exhibited?
Often supervisors dont spend as much time and effort in communicating the results of a
performance appraisal review with an employee as they do in preparing it. However,
communication is key to a successful relationship with the employee.
Communication does not begin at the end of the review process, but rather at the beginning.
Clear expectations should be set from the first day of the supervisor/employee relationship.
Expectations should include not only what the standards for the position are and the level of
performance required, but should also include how to reach beyond the standard.
Communicating these expectations on an on-going basis provides an opportunity to:
Clarify
Redirect
Collaborate
Adhere to these actions throughout the year, and you will ultimately shape the outcome of the
performance appraisal review.
While every performance appraisal form may be different and rating scales may use a variety of
terms to distinguish average performers from superior performers, eventually the words will
have little meaning to employees because they will know which bucket they fall into. However,
including the phrase for example in your supporting comments provides more depth to the
employees understanding of their current status and how to achieve a higher standing.
The phrase for example emphasizes to the employee that your explanation is a well-thoughtout remark, concern or rating. It reinforces to the employee that this is not simply an arbitrary
number that has been selected or a subjective managers opinion. As a supervisor, these words
provide a way for you to validate and structure your assessment and put your conclusions into
action.
With the use of these two simple words, employees will have a clear understanding of the rating
that you have assigned to the competency, as well as how to improve, which instills in the
employee that the rating is fair, objective and constructive.
==================
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
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.