Performance Appraisal

SISI TV
What is “Performance Appraisal”?

Performance appraisal is a formal management system that provides for the quality
evaluation of the performance of individuals in an organization / company. The assessment is usually
prepared by the direct supervisor of the employee. Employee performance assessment has two
objectives, namely to use the administrative and development. For administrative use include
compensation, promotion, dismissal, downsizing, layoffs. As for the use of development are used to
identify strengths, development planning, training and careers.

The function of performance apprailsal is to evaluate the performance of employees, so

that the problems that hinder the performance can be enhanced. In addition, performance appraisal
also serves as a feedback of the effectiveness of personnel management functions. It could be said
also that the assessment process serves as quality control. Too many employees who performed
poorly reflect an error in one or several functions of personnel management.

Performance Appraisal Methods

To assess the employee's performance, there are several methods that can be used include:
1. Graphic Rating Scale Method
Graph rating scale method is a method of appraisal by providing an assessment of each of
the tasks that have been performed by the employee accordance with a predetermined
scale.
2. Alternation Ranking Method
Alternation ranking method is a method of assessment by giving ratings to employees from
best to worst based on certain characteristics, to choose the best and the worst, until all
have been rated.
3. Paired Comparison Method
Paired comparison method is a method of assessment by way of doing the rating of all
employees in a diagram to determine which employees are better in every category ratings.
4. Forced Distribution Method
Forced distribution method is a method of assessment by providing respective weights for
each category of performance appraisal.
5. Narrative Method
Assessment is done by a supervisor by writing a narrative that describes the performance of
the employee in the form provided.
6. Behaviorally Anchor Rating Scale Method (BARS)
Behaviorally anchor rating scale method is a method of assessment by making a measurable
scale that is based on a special narrative examples of the achievement of good and bad.

From some methods above, SISI TV chose to use two methods, namely the Graphic Rating
Scale method (for appraisal of job performance managers, supervisors, and staff) and Behaviorally
Anchor Rating Scale method (for appraisal of staff only). SISI TV using the Graphic Rating Scale
method of performance appraisal of the employees who have high positions, because this method
has detailed assessment of the performance of each of the tasks given. This method is also possible
to perform a more objective appraisal, because based on work performance. For the staff appraisal,
SISI TV using Behaviorally Anchor Rating Scale method for assessing the daily activities of the staff.
But as a comparison, there are also some appraisals of staff using Graphic Rating Scale method.
Here are the results of the performance appraisal of SISI TV’s employee.
 Graphic Rating Scale Method
1. Purchasing Manager Performance Appraisal

Employee Name: Department:

Title: Appraised By:

Position: Purchasing Manager Date:

Reason for appraisal (check one): Regular Interval Promotion Discharge

Counseling only End Probation Other________

INSTRUCTION: Evaluate employee’s work performance in relation to current job requirements.

Choose the rating based on the employee’s performance and write down the score.

RATING IDENTIFICATION
1. E Excellent (86 – 100)  The result is very satisfied and the performance is above
standard.
2. G Good ( 76 - 85)  The result is good enough and the performance is
under control.
3. C Commendable (66 - 75)  The result is on average, meet the requirements but still
need some improvement.
4. U Unsatisfactory (55 - 65)  The result is not clear and not meet the requirements
5. P Poor (<55)  The result is totally not acceptable and the performance
is under the standard.

No Factors Rating Score Comment / Advise

E
Represent companies in negotiating G
1 contracts and formulating policies C
with suppliers. U
P
E
Direct and coordinate activities of G
personnel engaged in buying, selling,
2 C
and distributing materials, equipment,
machinery, and supplies. U
P
E
G
Maintain records of goods ordered
3 C
and received.
U
P
Analyze market and delivery systems E
4 to assess present and future material G
availability. C
 U
P
E
G
Control purchasing department
5 C
budgets.
U
P
E
G
6 Administer online purchasing systems. C
U
P
2. Sales Manager Performance Appraisal
Employee Name: Department:

Title: Appraised By:

Position: Sales Manager Date:

Reason for appraisal (check one): Regular Interval Promotion Discharge

Counseling only End Probation Other________

INSTRUCTION: Evaluate employee’s work performance in relation to current job requirements.

Choose the rating based on employee’s performance and write down the score.

RATING IDENTIFICATION
1. E Excellent (86 – 100) The result is very satisfied and the performance is above
standard.
2. G Good ( 76 - 85) The result is good enough and the performance is
under control.
3. C Commendable (66 - 75) The result is on average, meet the requirements but still
need some improvement.
4. U Unsatisfactory (55 - 65) The result is not clear and not meet the requirements
5. P Poor (<55) The result is totally not acceptable and the performance
is under the standard.

No Factors Rating Score Comment / Advise

E
Collaborate with Operation, and G
Finance division in establishing and
1 C
recommending the most realistic sales
goals for the company. U
P
E
Manages an assigned geographic sales G
area or services line to maximize sales
2 C
revenues and meet corporate
objectives. U
P
E
Establishes and manages effective G
3 programs to compensate, coach, and C
train sales staffs U
P
3. Creative Manager Performance Appraisal
Employee Name: Department:

Title: Appraised By:

Position: Creative Manager Date:

Reason for appraisal (check one): Regular Interval Promotion Discharge

Counseling only End Probation Other________

INSTRUCTION: Evaluate employee’s work performance in relation to current job requirements.

Choose the rating based on the employee’s performance and write down the score.

RATING IDENTIFICATION
1. E Excellent (86 – 100)  The result is very satisfied and the performance is above
standard.
2. G Good ( 76 - 85)  The result is good enough and the performance is
under control.
3. C Commendable (66 - 75)  The result is on average, meet the requirements but still
need some improvement.
4. U Unsatisfactory (55 - 65)  The result is not clear and not meet the requirements
5. P Poor (<55)  The result is totally not acceptable and the performance
is under the standard.

No Factors Rating Score Comment / Advise

E
G
Develop creative programs and design
1 C
concepts of the company
U
P
E
G
Supervise and inspire the creative
2 C
team of vendor partners
U
P
E
G
Provide quality control over concepts
3 C
and projects
U
P
E
G
Establish creative direction for the
4 C
entire line of programs
U
P
5 Manage multiple projects from E
concept through completion G
C
U
P
4. Decoration Supervisor Performance Appraisal
Employee Name: Department:

Title: Appraised By:

Position: Decoration Supervisor Date:

Reason for appraisal (check one): Regular Interval Promotion Discharge

Counseling only End Probation Other________

INSTRUCTION: Evaluate employee’s work performance in relation to current job requirements.

Choose the rating based on the employee’s performance and write down the score.

RATING IDENTIFICATION
1. E Excellent (86 – 100)  The result is very satisfied and the performance is above
standard.
2. G Good ( 76 - 85)  The result is good enough and the performance is
under control.
3. C Commendable (66 - 75)  The result is on average, meet the requirements but still
need some improvement.
4. U Unsatisfactory (55 - 65)  The result is not clear and not meet the requirements
5. P Poor (<55)  The result is totally not acceptable and the performance
is under the standard.

No Factors Rating Score Comment / Advise

E
Coordinate with other professionals, G
such as contractors, architects,
1 C
engineers, and plumbers, to ensure
job success. U
P
E
G
Review and detail shop drawings for
2 C
construction plans
U
P
E
Confer with creative manager to G
3 determine factors affecting planning C
interior and exterior environments. U
P
E
Use computer-aided drafting (CAD) G
4 and related software to produce C
construction documents U
P
5. Security Supervisor Performance Appraisal

Employee Name: Department:

Title: Appraised By:

Position: Security Supervisor Date:

Reason for appraisal (check one): Regular Interval Promotion Discharge

Counseling only End Probation Other________

INSTRUCTION: Evaluate employee’s work performance in relation to current job requirements.

Choose the rating based on the employee’s performance and write down the score.

RATING IDENTIFICATION
1. E Excellent (86 – 100)  The result is very satisfied and the performance is above
standard.
2. G Good ( 76 - 85)  The result is good enough and the performance is
under control.
3. C Commendable (66 - 75)  The result is on average, meet the requirements but still
need some improvement.
4. U Unsatisfactory (55 - 65)  The result is not clear and not meet the requirements
5. P Poor (<55)  The result is totally not acceptable and the performance
is under the standard.

No Factors Rating Score Comment / Advise

E
G
Create or implement security
1 C
standards, policies, and procedures.
U
P
E
Respond to medical emergencies, G
bomb threats, fire alarms, or intrusion
2 C
alarms, following emergency response
procedures. U
P
E
Plan, direct, or coordinate security G
activities to safeguard company
3 C
assets, employees, guests, or others
on company property. U
P
E
Report all the internal investigations, G
4 losses, or violations of regulations, C
policies and procedures. U
P
6. Ticket Hall Staff Performance Appraisal
Employee Name: Department:

Title: Appraised By:

Position: Ticket Hall Staff Date:

Reason for appraisal (check one): Regular Interval Promotion Discharge

Counseling only End Probation Other________

INSTRUCTION: Evaluate employee’s work performance in relation to current job requirements.

Choose the rating based on the employee’s performance and write down the score.

RATING IDENTIFICATION
1. E Excellent (86 – 100)  The result is very satisfied and the performance is above
standard.
2. G Good ( 76 - 85)  The result is good enough and the performance is
under control.
3. C Commendable (66 - 75)  The result is on average, meet the requirements but still
need some improvement.
4. U Unsatisfactory (55 - 65)  The result is not clear and not meet the requirements
5. P Poor (<55)  The result is totally not acceptable and the performance
is under the standard.

No Factors Rating Score Comment / Advise

E
G
Ensure ticket quantity and quality
1 C
before hand it over to the customer
U
P
E
Providing best service model of G
seating position, movie selection, and
2 C
transaction going all right before the
customer enter the studio. U
P
E
Arrange the ticket hall layout and G
3 decoration according to decoration C
supervisor’s instruction U
P
E
G
Package all food and beverage order
4 C
above or equal to quality standard
U
P
 E
Confer with decorative supervisor to G
5 determine problems of ticket hall daily C
decoration and quality standard U
P
7. Exterior Staff Performance Appraisal
Employee Name: Department:

Title: Appraised By:

Position: Exterior Staff Date:

Reason for appraisal (check one): Regular Interval Promotion Discharge

Counseling only End Probation Other________

INSTRUCTION: Evaluate employee’s work performance in relation to current job requirements.

Choose the rating based on employee’s performance and write down the score.

RATING IDENTIFICATION
1. E Excellent (86 – 100)  The result is very satisfied and the performance is above
standard.
2. G Good ( 76 - 85)  The result is good enough and the performance is
under control.
3. C Commendable (66 - 75)  The result is on average, meet the requirements but still
need some improvement.
4. U Unsatisfactory (55 - 65)  The result is not clear and not meet the requirements
5. P Poor (<55)  The result is totally not acceptable and the performance
is under the standard.

No Factors Rating Score Comment / Advise

E
Inspect landscape work to ensure G
1 compliance with specifications, C
evaluate quality of materials or work U
P
E
Manages an assigned geographic sales G
2 area or services line to maximize sales C
revenues and meet corporate U
P
E
G
Present project plans or designs to
3 C
public stakeholders
U
P
 Behaviorally Anchor Rating Scale (BARS) Method
1. Fengshui Staff Performance Appraisal

 Task 1: Consult with The Supervisor

Level of Skills Description

Able to communicate in the friendliest way. Very interactive and
communicative. Understand what the supervisor wants and needs by
5
fulfilling it without any miscommunication.

Interactive and quite friendly

4

Fair feedback, but did some mistakes

3
Ask what the supervisor wants, but didn’t give any insight or feedback
2
Passive listener, without trying to understand and asking what The
1 Supervisor wants

 Task 2: Analyze the problem

Level of Skills Description

Able to use Fengshui knowledge and change the negative energy in the
5 cinema

Analyze the problem’s factor critically and find the solution, but not really
successful on applying in the cinema
4

Able to analyze and find the solution

3
Analyze the location, but no solution
2
Only look at the cinema’s location, without result
1
  Task 3: Arrange the furniture

Level of Skills Description

Able to create suitable ambience and concept for the cinema that makes
5 customer wants to take a picture of it

Rearrange the furniture with suitable ambience and concept for the
4 cinema

Have creative thoughts that suit the cinema’s concept

3
Understand the design and aesthetics value, but not suitable for the
2 cinema

Only understand the design concept, but not suitable for the cinema
1

 Task 4: Examines the relationship between the cinema and its evironment

Level of Skills Description

Perfectly understand and apply the standard law for environment
5
Understand the standard law for environment, but do one mistake
4

Understand the standard law for environment, but do some mistakes

3
Do not know any of the standard law for environment, but do not break
2 any

Break the standard law for environment

1
2. Movie Curator Staff Performance Appraisal

 Task 1: Making a decision whether the film will be purchased

Level of Skills Description

6 Deciding what movie to be purchased.
Provide comments and suggestions about what the film will be
5 purchased.
4 Only discussion and agree with all of idea.
3 Do the things listed in level 2 and give an idea on the discussion.
2 Confirm their attendance and join discussions.
1 Only comes to confirm their attendance.