The document provides comprehensive information on performance appraisal projects, detailing various methods and tips for effective evaluations, such as 360-degree appraisals, traditional methods, and feedback collection techniques. It outlines strengths and weaknesses of different appraisal techniques including ranking, rating scales, and critical incidents. Additionally, it references external resources for performance appraisal forms and phrases to assist in project evaluations.

1. Performance appraisal project
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I. Contents of getting performance appraisal project
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A 360-degree appraisal can supplement traditional performance appraisal systems when
evaluating a project's time, costs and quality factors. It is an evaluation approach that focuses on
gathering data, information and opinions from different sources. This includes feedback from the
project manager, project team members, partners, vendors, clients, customers and end-users. One
of the strengths identified with this approach is that it provides a more well-rounded picture of
performance and can assist project stakeholders become more aware of strengths and weaknesses
for purposes of best-practice development.
Time Management
In addition to traditional evaluations of scheduling charts and report estimates against actual
performance, time management assessments may include giving project team members surveys
and questionnaires to assess the effectiveness of project scheduling and time-scale performances.
Project feedback questionnaires may also evaluate the strengths and weaknesses with time
management techniques used to develop project milestones and schedule other project
components.
Project Budgets
Traditional budget tracking techniques include variance analysis, which assesses differences
between budget estimations against final project expenditures. The 360-degree appraisal
supplements may solicit additional feedback from project team members related to budget
allocations. Additionally, a project-end survey can be developed to provide a cost-benefit

2. analysis that evaluates the perceived value or rate of return for each element of the project
budget.
Related Reading: Ten Steps in Getting My Project Back on Track
Team Performance
When auditing project staffing, a key question is whether the people assigned to the project were
qualified. This includes the project manager and project team members. Project team members
can complete a group assessment and self assessment related to key project performance areas.
For example, a self assessment can give project members an opportunity to evaluate the
effectiveness of project assignments. Also, project end-users, customers, clients and vendors can
give feedback on team member performance based on their contact with the project manager and
project team members.
Vendor Management
Vendor performance is also a part of a project audit. The level of vendor involvement in a project
will vary widely from one project to another. There may be a formal set of procedures in place
related to vendor performance expectations. If so, develop a performance metric survey from the
procedures that can be completed by the project manager to evaluate timeliness, quality and costs
factors. Also, project team members with direct contact with certain vendors can provide input
on vendor performance.
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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

3. 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
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. 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
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

5. 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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