Performance Appraisal Presentation

performance appraisal presentation
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I. Contents of getting performance appraisal presentation

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Presenting an employee evaluation to a subordinate is not always an easy task. Sometimes the
evaluation is a scathing critique of the employee. In those cases, the employer may have to
handle the employee with kid gloves, especially if there is the threat of the employee quitting.
Employers and the managers who work on their behalf need to have a tactful yet effective
approach when presenting an evaluation, otherwise the evaluation is just an exercise in futility.
Approach
The approach you are going to take when giving an employee evaluation to a subordinate is key
to how the employee takes it and how he responds in the long run. If you have to give an
evaluation for poor performance, your approach will likely be different than if you were giving a
positive appraisal because you won't be singing the praises of a poor-performing employee. You
still need to prepare for handling the appraisal. The appraisal can be done with tactfulness, but it
should also get to the heart of the matter without beating around the bush. Employees are more
likely to appreciate a straight-forward approach.
Negative vs. Positive
The order in which you approach your criticism of the employee will also have an effect on how
the evaluation is received. All employees will have some need for improvement and that is where
you should start with your evaluation. Whether it is only one area of improvement that is needed
or a complete revamping of the employee's habits, starting with what needs improvement first is
one way to get right to the heart of the evaluation. Ending the evaluation with an assessment of
the employee's positive characteristics and actions will soften the blow of the initial criticisms
and will give the employee a sense of appreciation as well. This illustrates that you noticed both
his shortcomings and his accomplishments.
Job Description
So the employee doesn't feel as if you're singling him out, use his job description as the basis for
the evaluation. Doing so will provide you with an objective metric to measure the employee's
performance. Avoid going outside the parameters of the job description, if possible. Employers
should have elaborate job descriptions that they can share with employees from the beginning of
their employment. This gives the employee a clear contract which they must meet to continue
employment.
Employee Response
Always leave room for the employee to respond to the evaluation. Ask him if he has any specific
areas of the evaluation to which he objects or finds to be unfair. Getting an idea of how the
employee perceives himself can provide you with a tool for determining the disparity between
his performance and his self-appraisal. Employees should be given the opportunity to write a
written rebuttal that can also go in their permanent employee file. Let the employee know that
evaluation is a two-way street and that he has the opportunity to offer any additional
introspection and insight on his performance.
==================
III. Performance appraisal methods
1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages helps overcome rating
errors. Disadvantages Suffers from distortions
inherent in most rating techniques.
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
Under this method, checklist of statements of traits of

employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an
employee stands in his group. It does not test anything

about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.
6. Critical Incidents Method

The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
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performance appraisal presentation

I. Contents of getting performance appraisal presentation

III. Performance appraisal methods

2. Behaviorally Anchored Rating Scales

Under this method, checklist of statements of traits of

employee stands in his group. It does not test anything

6. Critical Incidents Method

III. Other topics related to performance appraisal presentation

performance appraisal techniques

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