employee performance appraisal examples

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I. Contents of getting employee performance appraisal

examples
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One of the most difficult aspects in the performance appraisal process has to do with biases. A
bias is defined as a prejudice in favor of or against someone or something. It should go without
saying that employees expect their performance evaluations to be fair and free of biases.
bias, biases, performance, performance appraisal, SHRM, employee, manager, honest
Many different kinds of bias can show up during the performance appraisal process. Here are
five common ones:

Contrast This occurs when the manager compares an employees performance to other
employees instead of the company standard. When employees are ranked in comparison,
someone must end up at the bottom, even if they are exceeding the company standard.
The problem isnt the employee its the goal or standard that has been set.
Halo An employee is rated highly in all areas because of one thing they do really well.
Ive seen this happen with sales people. She hits the numbers and senior leadership loves
it. But behind the scenes, she creates havoc and doesnt have the respect of her coworkers.
Horn On the flip side, an employee is rated as a poor performer because of one thing
they dont do well. For example, the administrative assistant who is great at everything
but filing. It piles up because he puts it off resulting in the company hiring a temp to get
the filing caught up. In all other areas, hes a rock star.

Leniency A manager gives everyone on their team a satisfactory rating. Unfortunately,

Ive seen this occur a lot when a manager has a large span of control coupled with a
common review date. The manager has dozens of reviews to work on and a heart full of
good intentions. But somewhere around review number 17, the manager gets burned out
and starts giving everyone a satisfactory response. Because it doesnt require any written
supporting statements.
Recency The employees most recent behavior becomes the primary focus of the
review. This can go both ways. A poor performer does something terrific and their past
performance is forgotten. Or an excellent performer makes a mistake and it weighs down
the rest of the review.

If youre looking for some resources to help managers better understand these biases, I found a
good book during the SHRM Annual Conference. The First-Time Managers Guide to
Performance Appraisals by Diane Arthur goes into biases and much more. This book would be
very handy for organizations that dont need a full-blown performance appraisal training session
maybe because the company has just a handful of managers who give appraisals or only a
couple managers need a refresher.
Id also suggest pairing it with the book 2600 Phrases for Effective Performance Reviews by
Paul Falcone. I know, I know, some people are anti-phrases books but for managers who are
looking for creative inspiration when it comes to writing about employee performance, its
helpful. Even for managers with solid writing skills, its not easy to find the right words when an
employee needs to improve their performance.
One thing I found useful in the 2600 Phrases book were the phrases for meeting/exceeding
expectations. As a HR pro, Ive often had to work with managers to make sure when an
employees performance was being reflected as either meeting or exceeding expectations; it was
truly expressed in the proper area. You know, meeting the standard isnt misinterpreted as
exceeding the standard.
The more resources we provide to managers, the more comfortable they will get at discussing
performance. This only benefits employees and the company.
==================

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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