PURPOSES OF PERFORMANCE

EVALUATION:
ADMINISTRATIVE AND
DEVELOPMENTAL
Reporters
DELACERNA, ELJHEN
DEPOROS, JERSALIM
GEALON, MARK DRIEN
TABARANZA, JHONLLOYD
Improving individual job performance
through performance evaluation is
one of the reason why employees are
subjected to assessment on a
continuous basis.
Administrative Purposes
These are fulfilled through appraisal/evaluation
programs that provide information that may be
used as basis for compensation decisions,
promotions, transfers, and terminations.
Developmental Purposes
These are fulfilled through appraisal/evaluation
programs that provide information about employees'
performance and their strengths and weaknesses that
may be used as basis for identifying their training and
development needs
Performance Appraisal
Methods
A systematic performance appraisal method helps the
managers/supervisors to correctly identify the
performance of employees and also highlight the
areas they need improvement. It helps the
management place the right employee for the right
kind of job.
Trait Methods
Performance evaluation method designed to find out if the
employee possesses important work characteristics such as
conscieousness, creativity, emotional stability, and others

Graphic Rating Scales

Performance evaluation method where each
characteristic to evaluated is presented by a scale on
which the evaluator or rater indicates the degree to
which an employee possesses that characteristic
Forced-Choice Method

Performance evaluation that requires the

rater to choose from
two statements
purposely designed to distinguish between
positive or negative performance.
Behaviorally Anchored Rating
scale(BARS)
A behavioral approach to performance appraisal that
includes five to ten vertical scales, one for each
important strategy for doing the job and numbered
according to its important.

Behavior observation scale(BOS)

A behavioral approach to performance appraisal
that measures the frequency of observed behavior.
 WHY SOME
EVALUATION
PROGRAM FAIL?
-inadequate orientation of the evaluatees regarding the
objectives of the program;
-incomplete cooperation of the evaluatees;
-bias exhibited by evaluators;

-inadequate time for answering the evaluation forms;

-ambigous language used in the evaluation forms;

-employees job description is not properlyevaluated

by the evaluation questionnaire used;
-employees job description is not properlyevaluated by
the evaluation questionnaire used;

-inflated ratings resulting from evaluator's avoidance

of giving low scores

-evaluator's appraisal is focused on the personality of

the evaluatee and not his or her performance;

-unhealthy personality or the evaluator; and

-evaluator may be influenced by organizational politics
THANK
YOU!