Professional Documents
Culture Documents
1. Essay evaluation
The superior writes a short essay describing each employee’s performance during the rating period. Evaluation of overall
performance based on strengths/weaknesses of employee performance rather than specific job dimensions. Superior
should have good writing skills.
3. Checklist method
The checklist is a simple ranking technique in which the supervisor is given a list of statements or words and asked to
check statements representing the characteristics and performance of each employee.
There are three types of checklist methods,
- Simple Checklist
- Weighted checklist
- Forced checklist
Simple Checklist Method: The checklist consist of a large number of statements concerning an employee behavior. The
rater checks to indicate if the behavior of an employee is positive or negative to each statement.
Simple checklist method:
(scale 1 to 5 )
Regularity 0.5
Loyalty 1.5
Willing to help 1.5
Quality of work 1.5
Relationship 2.0
4. Confidential reports
Assessing the employee’s performance confidentially is a traditional method of performance appraisal. Under this
method, the superior appraises the performance of his subordinates based on his observations, judgement and
intuitions.Superior does not allow the employee to know the report and his performance. The superior writes the report
about his subordinates strengths, weaknesses, intelligence, attitude to work, sincerity, commitment, punctuality,
attendance, conduct ,character, friendliness etc.
5. Ranking method
Under this method, the employees are ranked from best to worst on some characteristics. The rater first finds the
employee with the highest performance and the employees with the lowest performance in that particular job category
and rates the former as the best and the latter as the poorest. Then the rater selects the next highest and next lowest and
so on until he rates all the employees in that group. Ranking can also be used for developmental purposes by letting
employees know where they stand in comparison to their peers they can be motivated to improve performance.
Once an objective is agreed, the employee is usually expected to self-audit; that is, to identify the skills needed to
achieve the objective. Typically they do not rely on others to locate and specify their strengths and weaknesses. They
are expected to monitor their own development and progress.
It involves appraisal by those above, below, and to the side of an individual employee, as well as self assessment in
practice. The half yearly or yearly report of work schedule goes from company to their headquarter of all the workers
where their performance is appraised. It contains all demotion, promotion, and other activities related to the
performance.