Performance Appraisal

1. Responsibility to conduct performance appraisal

1.1. Immediate Supervisors/ Line Managers

1.2. Subordinates

1.3. Peers and Team Members

1.4. Self Appraisal

1.5. Customers

2. Methods

2.1. 360 Degree Feedback Evaluation

2.2. Rating Scales

2.3. Critical Incident

2.4. Essay

2.5. Work Standards

2.6. Ranking

2.7. Forced Distribution

2.8. Behaviorally Anchored Rating Scale Method (BARS)

2.9. Result Based System

3. Conducting an appraisal interview

3.1. Scheduling the interview

3.2. Interview Structure

3.2.1. Discuss employee's performance

3.2.2. Assist employee in setting goals and personal development plans

3.2.3. Suggest means for establishing goals

3.3. Use of Praise and Criticism

3.4. Employee's Role

3.5. Concluding the interview

4. Problems/ Errors

4.1. Attractiveness Effect

4.2. Attribution Bias

4.3. Central Tendency

4.4. First Impression Error

4.5. Halo/Horns Effect

4.6. Past Performance Error

4.7. Recency Effect

4.8. Similar to me Effect

4.9. Stereotyping

5. Overcoming Problem/Errors of Performance Appraisal

5.1. Create a Rubric for Evaluation

5.2. Involve More People

5.3. Develop a more objective appraisal

6. Definition

6.1. Formal management system

6.2. Reviews and evaluate quality of an individual/ team's performance in an organisation

7. Procedure that involves:

7.1. Setting work standards

7.2. Assessing employee's actual performance relative to standards

7.3. Providing feedback regarding performance

8. Uses

8.1. HR planning

8.2. Recruitment and selection

8.3. Training and development

8.4. Career planning and development

8.5. Compensation programmes

8.6. Internal employee relations

8.7. Assessment of employee potential

9. A good performance appraisal scheme:

9.1. Job-related

9.2. Reliable

9.3. Valid for purposes for which it is being used

9.4. Standardised in procedure

9.5. Practical in its administration

9.6. Suit for organisation's culture

10. Process

10.1. Identify specific goals

10.2. Establish performance criteria and communicate it to empployees

10.3. Measuring Actual Performance

10.4. Comparing actual performance with standards

10.5. Discussing Appraisal with Employee