Performance

Appraisal
Methods

Presented by: Kristine Noguchi

Performance
Appraisal
It is the assessment of individuals
performance in a systematic way. It is a
developmental tool used for all round
development of the employee and the
organization.
Performance Appraisal Methods Overview
Methods of
Absolute Performance Objectives
Standards
Appraisal

Essay Appraisal MBO

Relative
Critical Incident Appraisal Standards

Checklist Group Order Ranking

Adjective Rating Scale Individual Ranking

Forced Choice Paired Comparison

Behaviorally Anchored
Rating Scale
 Performance Appraisal Methods Overview
Three Different Approaches
Absolute Standards
It is a performance appraisal method in which the subjects of appraisal are not compared
with other persons.

Relative Standards
It is a performance appraisal method in which an evaluator rates employees according to a
predetermined distribution.

Objectives
It is a performance appraisal method in which it seeks to measure employee performance
by examining the extent to which predetermined work objectives have been met.
Absolute Standards
Subjects of appraisal
are not compared
with other persons
 Absolute Standards
Essay Appraisal
It is a performance appraisal method whereby an appraiser writes a narrative about the
employee. The employees strengths and weaknesses are described and recommendations for
development are indicated.

Advantages
It provides an excellent opportunity to point out the unique characteristic of the employee
being appraised.

Disadvantages
1. It is very time consuming;
2. The quality of the appraisal may be influenced by the appraisers writing skill and
composition style;
 Absolute Standards
Critical Incident Appraisal
It is a performance appraisal method which requires effective or ineffective performance for each
employee being appraised known as critical incidents.

Advantage
It is most appropriate and effective when the manager directly observes and supervises the
employees regularly, so he or she can monitor important events.

Disadvantage
Many jobs do not lend themselves to direct observation of events and that employees may
feel over-monitored and mistrusted if managerial observation occurs often.
 Absolute Standards
Checklist
It is a performance appraisal method wherein the evaluator uses a list of behavioral descriptions
and checks off those behaviors that apply to the employee.

Advantage
It reduces some bias since the rater and the scorer are different.

Disadvantage
Since there are many job categories, a checklist of items must be prepared for each job
categories but this is costly in terms of materials and time consumed.
 Absolute Standards
Adjective Rating Scale Graphic Rating Scale
It is a performance appraisal method that lists a number of traits and a range of performance for
each. The traits listed are assumed to be necessary to a successful job performance.

Advantages
Provides for the finest distinctions in performance
Most managers believe they can discriminate among five levels of performance
less training required

Disadvantage
Employees perception of their score may affect how they give their feedbacks if they see
their score in a negative perspective.
 Absolute Standards
Forced Choice Appraisal
A type of checklist where the rater is given a choice of two-three statements and is asked to pick
the most descriptive of the employee. Although this method mitigates personal bias, the
statements may not be framed in the best way to properly evaluate the employee.

Advantages
Reduces bias and distortion because the appraiser knows the right answer.

Disadvantages
People being appraised tend to dislike this method because they are being forced to
answer.

Frustration arise from not knowing the right answer.

 Absolute Standards
Behaviorally Anchored Rating Scales (BARS)
A list of descriptive statements of behaviour that are rated against a scale from least to most
effective. The appraiser must identify the level of effectiveness for each given statement in order
to determine the employees overall performance.

Advantages
Specific feedback that it communicates.

Disadvantages
Suffers from same distortions inherent in all rating methods.