Performance Appraisal
by Nursarafiena Syazwanie binti Suhaimi
1. Performance Appraisal Program
1.1. Performance Appraisal
1.1.1. process to measure the performance of employee
1.2. Performance Management
1.2.1. process to create supportive environment to ensure employee performs at their best
1.3. Appraisal Program
1.4. Purposes for Developmental Appraisal
2. Reasons Appraisal Programs Sometimes Failed
2.1. Lack of top-management information and support
2.2. Unclear performance standards
2.3. Rater bias
2.4. Too many forms to complete
2.5. Use of the appraisal program for conflicting purposes
3. Managerial Issues Concerning Appraisal
4. Developing an Effective Appraisal Program
4.1. Performance Standards
4.2. Calibration
5. Performance Standards Characteristics
5.1. Strategic Relevance
5.2. Criterion Deficiency
5.3. Criterion Contamination
5.4. Reliability
6. Legal Guidelines for Appraisal
6.1. Performance rating must be job related
6.2. Employee must be given a written copy of their job before appraisal
6.3. Managers who handle the appraisal must be able to observe the behavior they are rating
6.4. Appraisals should be discussed openly with employees
7. Sources of Perfomance Appraisal
7.1. Manager and/or Supervisor
7.2. Self-Appraisal
7.3. Subordinate Appraisal
7.4. Peer-Appraisal
7.5. Team Appraisal
7.6. Customer Appraisal
8. Pros of 360-Degree Appraisal
8.1. System is more comprehensive from multiple perspectives
8.2. Quality of information is better
8.3. Lessen prejudice/bias since feedback comes from more people or individual
8.4. Feedback from peers and others may increase employee self-development
9. Cons of 360-Degree Appraisal
9.1. System is more complex in combining all responses
9.2. Feedback can be intimidating and lead to resentment
9.3. May be conflicting opinions
9.4. System requires training to work effectively
10. 360-Degree Performance Appraisal System Integrity Safeguards
10.1. Assure anonymity
10.2. Make respondents accountable
10.3. Prevent 'gaming' of the system
10.4. Use statistical procedures
10.5. Identity and quantify biases
11. Training Performance Appraisers
11.1. Common rater-related errors
11.1.1. Error of central tendency
11.1.2. Leniency of strictness errors
11.1.3. Similar-to-me errors
11.1.4. Recency errors
11.1.5. Contrast and halo errors
11.2. Rater Errors : Training and Feedback
11.2.1. Rating Error Training
11.2.2. Feedback Skills Training
12. Supervisor's Checklist for the Performance Appraisal
12.1. Scheduling
12.2. Preparing for the Review
12.3. Conducting the review
13. Performance Appraisal Method
13.1. Trait Methods
13.1.1. Graphic Rating Scale
13.1.2. Mixed Standard Scale
13.1.3. Forced Choice
13.1.4. Essay
13.2. Behavioral Methods
13.2.1. Critical Incident
13.2.2. Behavioral Checklist
13.2.3. Behaviorally Anchored Rating Scale (BARS)
13.2.4. Behavior Observation Scale (BOS)