In this file, you can ref useful information about peer performance appraisal such as peer performance appraisal methods, peer performance appraisal tips

1. Peer performance appraisal
In this file, you can ref useful information about peer performance appraisal such as peer
performance appraisal methods, peer performance appraisal tips, peer performance appraisal
forms, peer performance appraisal phrases … If you need more assistant for peer performance
appraisal, please leave your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting peer performance appraisal
==================
Peer review appraisal is a way to more effectively gauge the performance of employees by
establishing relevant evaluation criteria, and using those best equipped to speak about an
individual's work to grade him accordingly. Peer review can take the form of disciplinary panels
or ongoing feedback between co-workers. In either case, the method enhances employee trust
and communication.
Employee Knowledge and Honesty
Employees are usually better equipped than managers to gauge the skills of their colleagues, and
the best to identify areas for improvement. Employees are generally upfront with criticism and
praise for colleagues within a peer review process, despite initial apprehension. Managers, on the
other hand, might shy away from direct criticism for fear of upsetting the team dynamic.
Team-Building Effect
Peer review reinforces the idea that all employees are part of the same team and work
interdependently toward a common goal. If employees are taught, through the introduction of a
peer review process, that their colleagues' opinions are as important as those of their boss, they
will work hard to impress those they work alongside. This collaborative approach invariably aids
the smooth functioning of the entire team.
Legitimacy
Peer review schemes that include disciplinary panels made up of both workers and management,
or workers alone, are supported by the workforce. The panel is effective because of this

2. legitimacy and its ability to engage workers in the review process. The process tends not only to
stay on the task at hand -- for example, reviewing an employee's progress according to a set of
criteria, or investigating an incident that may result in discipline -- but also tends to be more
accurate because of worker involvement.
Interdepartmental Cohesion and Recognition
Peer review schemes help employees gain insight into the jobs and day-to-day tasks of others.
This fosters understanding and cohesion between departments. Since workers are consulted
about the performance of their colleagues, quality employees who might otherwise be
overlooked by management receive recognition; it's not simply the workers who promote their
own excellence that receive the attention of the higher-ups.
==================
III. Performance appraisal methods
1.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
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. 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.
ii. 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.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate

3. the possibility of snap judgements.
2. 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 – Rater’s biases
3. 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
4. Critical Incidents Method

4. 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.
5. 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.
6. 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.

5. III. Other topics related to Peer performance appraisal (pdf download)
• Top 28 performance appraisal forms
• performance appraisal comments
• 11 performance appraisal methods
• 25 performance appraisal examples
• performance appraisal phrases
• performance appraisal process
• performance appraisal template
• performance appraisal system
• performance appraisal answers
• performance appraisal questions
• performance appraisal techniques
• performance appraisal format
• performance appraisal templates
• performance appraisal questionnaire
• performance appraisal software
• performance appraisal tools
• performance appraisal interview
• performance appraisal phrases examples
• performance appraisal objectives
• performance appraisal policy
• performance appraisal letter
• performance appraisal types
• performance appraisal quotes
• performance appraisal articles