The document outlines performance appraisal guidelines, emphasizing the importance of clear goals, realistic expectations, and employee feedback in the assessment process. It discusses various appraisal methods, such as ranking, rating scales, and critical incidents, detailing their advantages and disadvantages. Additionally, it stresses the need to maintain thorough records and provide honest evaluations to promote employee development.

1. Performance appraisal guidelines
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I. Contents of getting performance appraisal guidelines
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The employee assessment process can be difficult sometimes. Some employees may react
defensively. Sometimes employees do not understand about the benefits of a positive appraisal.
If your workers feel that there is unevenness in coming down hard on some while making it easy
on others there will be disappointment and dissatisfaction. You can address these problems with
the below guidelines:
Give Specific Instruction
Set and properly explain goals & standards for your employees and what they will have to do to
achieve them. Never say "improve quality" & "work harder". Rather say exactly what you want
from them like, "don’t make more than two mistakes in data entry a day" or "increase sales 10%
over last month’s sales". Similarly, when you evaluate a worker, give specific instances of what
the employee did to achieve the goal.
Make Deadlines
Set timelines to see improvement in employee performance. And make sure that the timeline is
sufficient for that purpose. Don’t think that short and unachievable deadlines pressure employees
to work harder. It frustrates them.
Set Realistic Goals

2. If you set unrealistic or impossible standards & goals, disappointment and resentment will
result. Your Goals should take into account the realities of your workplace as well as an element
of challenge beyond the easy reach.
Ignore Personality Valuation
Just focus on the job, not on the employee’s personality. For example, don't say the employee is
"emotional and angry". Focus on the workplace conduct that is the problem. You can say the
employee "has been disobedient to the supervisor twice in the previous months. This behavior
must stop."
Handle Honestly
If you won’t tell an employee the truth about his performance problems, the worker won't know
what he or she needs to improve. Bad news is uncomfortable for everyone but everyone deserves
to know where they stand and how to move forward!
Maintain Employee Assessments Records and Data
Manage and store your valuation data so that anyone reading it would be able to understand
clearly what has happened. Remember that an employee assessment might become evidence in a
lawsuit. If it does, you will want the judge to see what you rated the employee.
Employees Feedback
The assessment process should also tell you about your employees’ concerns as well as needs to
be improving in areas. You should take their feedback about concerns and try to address them.
You'll gain valuable information when you ask employees what they enjoy about their jobs and
working with the company. Your employees will feel like real participants in the process. You
might even get some insights that could improve the valuation.
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III. Performance appraisal methods

3. 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
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

4. 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
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

5. 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.
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