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1. Performance appraisal checklist
In this file, you can ref useful information about performance appraisal checklist such as
performance appraisal checklist methods, performance appraisal checklist tips, performance
appraisal checklist forms, performance appraisal checklist phrases … If you need more assistant
for performance appraisal checklist, 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 performance appraisal checklist
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Businesses generally conduct employee evaluations annually or semi-annually. Managers often
evaluate new employees after their first 90 days of work. Upper management may use the
information collected through employee evaluations to grant promotions and pay raises. An
employee evaluation checklist keeps the evaluating supervisor on track and ensures that he
reviews all important performance areas. Typically, commentary and grading associated with the
evaluation is written directly on the checklist.
Set Expectations
Supervisors must clearly outline expectations and goals for the employee at the beginning of the
evaluation period. Employers cannot expect satisfactory performance from employees who do
not understand the managerâ??s expectations. Communicating these performance standards from
the beginning allows the employee to set personal objectives to efficiently meet performance
standards.
Schedule Evaluation Time Frame
Managing staff must let their employees know the time frame for the evaluation period. Upon
hire, employees should know definite start and end dates for their evaluation periods. Some
companies require that employees conduct a self-appraisal right before the formal evaluation.
Managers can email forms and due dates for this component to employees.
Collect Supporting Information

2. Documents and other evidence of performance give the evaluating managerâ??s final appraisal
more authority. This documentation can include awards, new certifications, training, warnings or
disciplinary action and items the employee has produced in the course of his daily work.
Managers should keep a daily or weekly list of employee performance and dependability as
observed throughout the period. This provides historical evidence of quality or poor
performance.
Measure Performance
Managers must evaluate the results of work completed by the employee during the evaluation
period. Employees should present a list all completed work with completion dates to the manager
at the time of review. The manager then cross checks his list to ensure nothing was missed. He
also notes areas of improvement or decline in the employeeâ??s performance and may offer
praise or advice based on these observances.
Communicate With Fellow Employees
The evaluating manager should talk to the employeeâ??s coworkers regarding their opinions on
her performance and participation as part of a team. This insight can prove valuable when
making final recommendations to upper management.
Face-to-Face Meeting
The final step involves scheduling a face-to-face meeting with the employee to discuss the
evaluation outcome. The manager communicates areas needing improvement as well as areas
where performance has reached or surpassed expectations.
==================
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.

3. 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
3. Checklist method

4. 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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