You are on page 1of 23

Performance Appraisal

ABSOLUTE
Contents
• Types of Absolute Appraisal methods
• Timeline & Process
• Appraisal of Front office staff
• Appraisal of Marketing Manager
• Attachments
• Appendix
Performance appraisal - a formal structure that allows
for the continued measuring and evaluation of
individual behavior and performance of an employee
Absolute Appraisal method
• Under the individual evaluation methods of
merit rating, employees are evaluated one
at a time without comparing them with
other employees in the organization
1. Confidential Report
• Descriptive report
• Highlights the strengths and weaknesses
of the subordinate
• Subjective analysis of the superior
• Does not offer any feedback to the
appraisee
2. Essay Evaluation
• Rater is asked to express the strong as well as weak
points of the employee’s behavior
• Used with a combination of the graphic rating scale
• Factors:
– (i) Job knowledge and potential of the employee;
– (ii) Employee’s understanding of the company’s programmes,
policies, objectives, etc.;
– (iii) The employee’s relations with co-workers and superiors;
– (iv) The employee’s general planning, organizing and controlling
ability;
– (v) The attitudes and perceptions of the employee, in general
3. Critical incident Technique
• Manager prepares lists of statements of
very effective and ineffective behavior of
an employee
• Manager maintains logs on each
employee
• Recorded critical incidents are used in the
evaluation of the workers’ performance
4. Checklist & weighted checklist
• A set of objectives or descriptive
statements about the employee and his
behavior
• The value of each question may be
weighted equally or certain questions may
be weighted more heavily than others in
the weighted checklist
5. Graphic Rating Scale
• Uses a printed form to evaluate
• Uses variety of traits
• Most commonly quality and quantity of
work
Table: Typical Graphic Rating Scale
Employee Name................... Job title .................
Department ......................... Rate ...............
Data ..................................
Unsatisfacto Fair Satisfactory Good Outstandi
Quantity of work: Volume of work ry ng
under normal working conditions

Quality of work: Neatness,


thoroughness and accuracy of work
Knowledge of job

A clear understanding of the factors


connected with the job

Attitude: Exhibits enthusiasm and


cooperativeness on the job

Dependability: Conscientious,
thorough, reliable, accurate, with
respect to attendance, reliefs, lunch
breaks, etc.

Cooperation: Willingness and ability


to work with others to produce
desired goals.
6. Behaviorally Anchored Rating
Scales (BARS)
• A combination of the rating scale and
critical incident techniques of employee
performance evaluation
• The critical incidents serve as anchor
statements on a scale and the rating form
usually contains six to eight specifically
defined performance dimensions
Performance Points Behavior

Extremely good 7 Can expect trainee to make valuable suggestions for increased sales and to have
positive relationships with customers all over the country.

Good 6 Can expect to initiate creative ideas for improved sales.

Above average 5 Can expect to keep in touch with the customers throughout the year.

Average 4 Can manage, with difficulty, to deliver the goods in time.

Below average 3 Can expect to unload the trucks when asked by the supervisor.

Poor 2 Can expect to inform only a part of the customers.

Extremely poor 1 Can expect to take extended coffee breaks and roam around purposelessly.
7. Management by Objectives
(MBO)
“a process whereby the superior and subordinate
managers of an organization jointly identify its
common goals, define each individuals’ major
areas of responsibility in terms of results
expected of him and use these measures as
guides for operating the unit and assessing the
contributions of each of its members”
8. Forced Choice method
• Makes use of several sets of pair phrases,
two of which may be positive and two
negative and the rater is asked to indicate
which of the four phrases is the most and
least descriptive of a particular worker
Example
Table: Forced Choice Items
2. Least Most
A Does not anticipate difficulties A
B Grasps explanations easily and quickly B
C Does not waste time C
D Very easy to talk to D
2. Least Most
A Can be a leader A
B Wastes time on unproductive things B
C At all times, cool and calm C
D Smart worker D
Timeline for Performance
appraisal system
As approved by the DOI October 1st to September Appraisal period – it
office of HR 31st coincides with the fiscal
yr

30 days after October 1st – 31st Complete the


performance appraisal performance appraisal
for the previous fiscal yr

60 calendars from the October 1st – November Time frame in which


beginning of the 30th performance standards
appraisal cycle are set and approved

Midway through the March through May Performance review /


performance period Interim appraisal (as
required)
Process
• Planning – Goals & objectives are
outlined, employee input, employee role
description
– Standards – Quality, Quantity, Timeliness,
Cost effectiveness
• Exceptional, Superior, Fully successful, Minimally
successful, Unsatisfactory
– Documenting Elements & standards
– Employee Participation
• Monitoring – Performance Review
• Developing employees – Training, Individual
assessment plan (Self assessment, discussions
& Collaborations, Feedback, Implementation &
Follow-up)
• Rating – Interim Appraisal, Rating critical
elements, Rating of record, discussion with
employee, employee supplement comments
• Actions based on performance – promotions,
probations, rewards, transfers, etc
Performance appraisal for Front
Office staff (Hospitality)
• Will be done by manager / supervisor
• As per the timeline defined earlier
• See attachment
• Action taken as per performance
• Using Graphic Rating Scale
Performance Appraisal for
Marketing Manager (Hospitality)

• Done by Senior manager


• As per timeline
• See attachments
• Action taken
• Using MBO technique
Example
• Construction Industry
Attachments
• For Front office staff
• Excel sheet
• Internal form
• MBO
Thank you!

You might also like