Performance appraisal policy sample

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I. Contents of getting performance appraisal policy sample

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Formulating employee performance policies and procedures to suit organizational needs can be
challenging. Many questions arise, such as how to avoid discrimination, how to improve
performance and how to conduct the actual appraisals. However, the availability of model
policies and procedures alleviates many of the difficulties faced in policy formulation. Models
are particularly useful in the initial stages of policy and procedures formulation. The utilization
of models, or templates, for performance appraisal policies has both advantages and
disadvantages.
Guidance
Model policies and procedures offer guidance in the formulation of the actual policies and
procedures for carrying out appraisals. Organizations just starting out in developing human
resources policies may find the entire procedure complex if they do not have some form of
template showing what a policy document should look like. In these instances, models offer a
guide on issues such as when to conduct appraisals, the method of reporting performance and
legal requirements in appraising employees.
Focus On Content
Like templates, model policy and procedures allow the person developing the document to
concentrate on the content of the document. This is because the model already offers an outline
and the format of an appraisal policy and procedure document. Using a sample policy document
to formulate the actual policies and procedure gives structure and uniformity to the document.
Additionally, a lot of time is saved during the formulation of policies and procedures; this is

because the document developers have an idea of how to go about formulating the policy
document.
Different Needs
Although there are general aspects that make up an effective performance appraisal policy and
procedures, there is no straitjacket approach or format. The model policies and procedures are
only templates and do not reflect the specific needs of each organization. Admittedly, due to the
guidance the model offers, an organization may wrongly use the model verbatim as its own
policies without regard to organizational needs, such as budgets allocated to appraisals.
Ownership
The successful implementation of policies and procedures requires the organization has an
ownership to the policies it has formulated. Using model policies and procedures is like using the
guidelines of another organization in appraising the employees of an entirely different
organization. If not used with caution, model policies and procedures may fail to be integrated
into the overall company policies due to the lack of sense of ownership of the policies and
procedures. Owning policies and procedures goes hand in hand with formulating policies and
procedures that reflect organizational needs.
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III. Performance appraisal methods

1. 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.

2. 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.

3. 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 Raters biases

4. 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.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

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