This document provides information about performance appraisal questions, including methods for asking questions, tips, and forms. It discusses six common methods for performance evaluations: ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. Each method is described in 1-2 sentences and its advantages and disadvantages are listed. The document also provides additional downloadable resources on topics related to performance appraisals such as forms, comments, methods, examples, and templates.

1. Performance appraisal questions
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I. Contents of getting performance appraisal questions
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Employee performance evaluations are meant to be beneficial for both the employer and the
employee. The employer will gain new insights into the employee's daily activities, and the
employee will get a chance to see how well they're doing within the company. Negative areas
should always be addressed constructively so the employee can learn and grow from their
mistakes.
Does the Employee Effectively Communicate With Others?
Communication skills are vitally important for every business. Employees must be able to
effectively communicate not only internally with their co-workers and managers, but also
externally with customers and clients. Poor communication skills can lead to other problems
such as unnecessary misunderstandings and insubordination. By finding out about
communication problems early on, businesses can get to the root of the problem and find a
solution before things go awry. This makes asking about communication skills a vital part of the
evaluation process.
Does the Employee Adequately Perform the Functions of Their Job?
Every employee evaluation has at least one question pertaining to how the employee is
performing at their job. By asking about employee performance, businesses can ascertain
whether additional training needs to be offered in some areas. In some instances, a particular
employee may just need some additional guidance in one or two areas where they show
weakness. In other cases, business may be able to determine entire departments need to be
retrained if multiple employee evaluations are all showing the same weaknesses.

2. How Would You Rate the Quality of the Employee's Work?
Employers don't just expect an employee to get the job done, they expect it to be done well. An
important question to ask in an employee performance review is whether the employee goes
above and beyond what is expected of them, or just does the bare minimum. When employers are
looking to promote candidates from within the company ranks, it's important to determine who
takes the time to always provide high-quality work. Also, employees who don't take pride in
their work often make more mistakes that can end up costing the company additional money.
Is the Employee Capable of Working Independently With Little to No Supervision?
From an employer's perspective, it's important to find employees that are self-sufficient and
independent. These types of employees make good leaders that are able to assess situations and
make decisions on their own. This is important because they won't sit around twiddling their
thumbs waiting for someone to tell them what to do. They will take charge, find something that
needs to get done, and work on it until it's finished. The last thing an employer wants is an
employee that stops working whenever they're not being supervised.
Does the Employee Take Direction and Follow Orders Well?
A good employee is also an employee who takes direction and follow orders well. Managers are
responsible for delegating responsibilities, and employees are responsible for following those
orders. When employees fail to do as they're told, it is considered insubordination, which is
frowned upon. Performance evaluations should always seek to find out about any instances
where the employee had difficultly following the normal chain of command. This question could
also be taken a step further by asking if the employee exhibits any negative attitudes towards
their superiors.
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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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