PERFORMANCE APPRAISAL TECHNIQUES

• all staff receive feedback from all directions of the company including those outside of the company that the employee has interactions with, like customers or clients

  360 Degree Feedback
• method that rates employees according to defined factors

  Rating Scales Method
• employees are ranked on a graphic sliding scale for various attributes

  Graphic Rating Scale
• employees are ranked on a graphic sliding scale with specific examples of what each side of the scale looks like

  Behaviorally Anchored Rating Scale
• requires keeping written records of highly favorable and unfavorable employee work actions

  Critical incident method (CIT)
• rater writes a brief narrative describing the employee’s performance.

  Essay Method
• compares each employee’s performance to a predetermined standard or expected level of output

  Work Standards Method
• employees from a group are ranked from best to worst in order of overall performance

  Rank Ordering / Ranking Method
• An employee comparison procedure in which each employee is compared to every other employee in a set of pairs

  Paired Comparison
• each employee is sorted into two or more categories in hopes of limiting the number of raises that must be granted

  Forced Distribution Method
• combines elements of the traditional rating scales and CIT methods; various performance levels are shown along a scale with each described in terms of an employee’s specific job behavior.

  Behaviorally anchored rating scale (BARS) method
• The manager and subordinate jointly agree on objectives for the next appraisal period in a results-based system, in the past a form of management by objectives.

  Results-Based System Results-Based System
• employees are given explicit written feedback

  Narrative Comments
• focuses on the employee’s goals and leadership development, and the creation of relationships between supervisors and employees

  Feedforward Interviews