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

1. Project performance appraisal
In this file, you can ref useful information about project performance appraisal such as project
performance appraisal methods, project performance appraisal tips, project performance
appraisal forms, project performance appraisal phrases … If you need more assistant for project
performance appraisal, please leave your comment at the end of file.
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I. Contents of getting project performance appraisal
==================
Most managers dread completing annual performance reviews because they are extremely time
consuming often provide little insight into true performance. By incorporating two additional
components into the typical review process, project managers can make annual reviews more
meaningful and useful.
Three Components of Project Team Performance Evaluations
 Performance evaluations serve many purposes within an organization. They offer insight
into an individual’s or team’s performance, and they provide a standardized way to make
comparisons among teams and individual members. They also provide a company with
information about its employees' strengths and weaknesses, which can then be translated
into strategic planning initiatives.
 Unfortunately, since there are so many different types of performance appraisal systems,
companies typically choose a one-size-fits-all approach that often results in ineffective
reviews of performance, yielding poor comparative decisions and development strategies.
 Review Circle To ensure project teams and individual members within those teams are
evaluated fairly and consistently, the following three-component performance appraisal
approach is recommended. In addition to the traditional manager review, this approach
includes a peer and self-evaluation component. By utilizing this 360-degree evaluation,
also called a multi-rater evaluation, method, project managers and project teams can rest

2. assured that performance evaluations will yield more accurate portrayals of individual
and team strengths, weaknesses, accomplishments, and shortcomings.
Manager Evaluations
Managers should continue to evaluate individual team member contributions as well as overall
team performance. Individual-based reviews instill the importance of unique individual
contributions to an overarching team goal, which reduces social loafing (free-riding on others'
work) and increases satisfaction, innovation, creativity, and overall productivity due to healthy
competition among team members. Team-based reviews support the notion that teamwork and
outcomes are important; therefore, performance appraisals will include a component based on
the overall achievements, interactions, and interdependence of team members. This sample
performance evaluation template for managers has been developed as a Word doc and can easily
be customized to meet specific project needs and goals.
Self Evaluations
The next component to the 360-degree review is a self-evaluation. This component is critical
because it instills the importance of self-accountability and self-motivation in team-based
situations. Self-evaluations also provide individuals the opportunity to reflect on experiences and
goals for future team endeavors. Furthermore, the inclusion of a self-evaluation component in the
review process sets the expectation that the company encourages a performance-based culture
that expects active involvement and equal contributions. This sample performance self-
evaluation template has been developed for team members and can easily be customized to meet
specific project needs and goals.
Peer Evaluations
In addition to the traditional manager and self-performance review, it is critical that project
teams incorporate an aspect of peer evaluation. A peer evaluation gives managers an insight into
individual members' attitudes, cooperation level, and professionalism, which are often concealed
by individuals when interacting with a supervisor. Furthermore, this component provides a more
balanced perspective on how well individual members interact with other team members, since
most individuals "put on a show" when managers are observing team interactions. This sample
performance evaluation template for peers has been developed and can easily be customized to
meet specific project needs and goals.
Making Sense of the Evaluations
After implementing a multi-rater evaluation system, performance-based decisions become
more difficult because managers must comprehend multiple reviews that may disagree to some
extent due to the different perspectives employed in the review process. Although it may seem

3. overwhelming, managers can often make sense of the evaluations by adhering to the following
guidelines when interpreting manager, peer, and self evaluations.
 Place a greater emphasis on the manager evaluation, since it is often the least biased
review of the three.
 Place an equal weight on the self-evaluations and peer-evaluations because their biases
often complement one another.
 Don't assume friends will rate friends more favorably, or vice versa, unless there is a
documented pattern of this behavior.
 Pay attention to an individual's overall ratings of other team members. If they are varied,
one can conclude they are more accurate. If they are consistently good or poor across all
members, it may indicate the individual does not care about or understand the peer-
evaluation component.
Since projects and teams differ in terms of needs, expectations, and resources, review the pros
and cons of 360-degree evaluations to confirm whether this approach aligns with project,
company, and team goals.
==================
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

4. 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

5. 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
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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