Who Should do Appraisal?

Managers and Supervisors

• Manager and Supervisor’s ratings are the heart of most
appraisals. The supervisor should be and usually is in the best
position to observe and evaluate the subordinate’s
performance, and is responsible for that person’s performance.
Peers and Team Members
Peers and Team Members often see different dimensions of
performance, and are often best at identifying leadership
potential and interpersonal skills.
Subordinates
• More firms today let subordinates anonymously rate their supervisor’s
performances a process some call upward feedback. The process helps
top managers diagnose management styles, identify potential people
problems and take corrective action with individual managers as
required.
• Subordinate ratings are especially valuable when used for development
rather than evaluative purposes. Managers who receive feedback from
subordinates who identify themselves view the upward appraisal process
more positively than do managers who receive anonymous feedback
Rating Committees
• These committees usually contain the employee’s immediate
supervisor and three or four other supervisors.

• Using multiple raters makes sense. While there may be a discrepancy

among ratings by individual supervisors, the composite ratings tend to
be more reliable, fair, and valid. Such ratings have higher inter-rater
reliability or consistency than do ratings obtained from several peers.
Several raters can also help cancel out problems like bias and halo
effects.
What are the types of appraisal formats?
Ranking
Sometimes this is a top to bottom list, and sometimes it’s sorting
employees into buckets of high-performing, low-performing, and the
middle with quotas for each.

Rankings force managers to differentiate between employees to find

out which ones have the highest performance. It also makes it very
clear where employees stand in relation to their peers.
What are the types of appraisal formats?
Narrative
A narrative, also called an essay, is simply a written analysis of an
employee's performance. It's one of the oldest appraisal methods. The
method is very individualized and qualitative in nature. this method
also takes a long time and is subject to a high degree of bias from the
person writing the essay given its subjective nature. Additionally, it's
very difficult to compare employees using this method given the lack of
quantitative measures, such as numerical rankings or scores.
What are the types of appraisal formats?
Graphic
A graphic rating scale (sometimes called a Likert scale) is a performance
appraisal method that lists desired traits and behaviors for each role,
then rates workers on each of those on a numbered scale. The
attributes might include punctuality, quality of work, job knowledge,
teamwork, accountability, and responsibility.
What are the types of appraisal formats?
Forced choice
supervisors are given a series of multiple-choice questions
regarding the employee. Each question asks the supervisor to select
one choice from a list of traits or behaviors related to performance.
The list of choices for each question will contain only negative or
only positive traits or behaviors. Thus, sometimes supervisors must
select among only positive traits or behaviors and sometimes
supervisors will have to select from only negative traits or
behaviors. Since these choices are either all negative or all positive,
the supervisor does not know which answer is the best answer.