Graphic Rating Scale Performance Appraisal 1q5u2k

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I. Contents of getting graphic rating scale performance appraisal ================== The performance appraisal process often gets a bad rap. For every person who says the performance review should be abolished another will say it’s a necessary part of doing business. While many equate performance reviews with compliance, it really doesn’t have to be that way. Tracy McCarthy SPHR, GPHR, chief human resources officer at SilkRoad, led a great session on performance reviews. One thing that struck me from the start was our opening dialogue about the review process itself. Lots of different definitions and descriptions for what performance reviews are and how they are utilized within organizations. It made me wonder if some of the reason performance appraisals get a bad rap is because we don’t do a good job of explaining to employees what the process means to our companies and how the process will be conducted. During the conference we talked about three emerging trends in the performance review process that companies might want to examine. Consider changing the review cycle. Traditionally companies either conduct reviews on employee anniversary dates or a common date. I’ve worked in organizations that have done both and there are pros/cons to each. A Buck Consultants survey has started to see a trend toward a common review date.

Common reviews (also referred to as a focal review) allow companies to have a greater focus during the process. When reviews are done on anniversary dates, the company views them in pieces. When the process is completed at one focal time, the business benefits in a few ways.   

The process can be conducted when it’s convenient for the operation. Organizations can ensure that operational goals are included in every appraisal. istration of the process (forms, data entry, etc.) is streamlined.

One other advantage: the process is typically completed on-time. This is a win-win for everyone. Ditch the graphic rating scale. Companies have been using the 1-5 graphic rating scale in performance reviews for ages. While it’s easy to use, it can be filled with rating errors. My personal challenge with using the graphic rating scale is the “doesn’t meet standard” ratings. Here’s my thought. If a “3” rating represents “meets company standard”, then why does a 2 or 1 rating exist? I’m not sure I understand degrees of not meeting the standard. Either you meet the standard or you don’t. Tracy shared how the SilkRoad team revamped the graphic rating scale. SilkRoad conducts performance appraisals twice a year – there’s the annual review as well as a mid-year check-in. The annual review has a 5-point scale (5=Outstanding, 4=Exceeds, 3=Solid, 2=Inconsistent, 1=Ineffective). I really like the way they address the “doesn’t meet standard” ratings. Or in SilkRoad’s case “not a solid” performer. The mid-year check-in is a bit more casual and fun. The ratings are Rockin’ It, On Track, and Course Correction. Tracy says that managers and employees are more invested in the process because they’ve had the opportunity to create a piece of it. Infuse a little fun into the process. Performance reviews are important to the employee and company. This doesn’t mean they have to be void of fun. Take a cue from the HR team at Balfour Beatty Construction. They decided to solicit the help of their managers in creating a video kickoff for their annual performance appraisal process. Watch what they came up with. ==================

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 – Rater’s 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 istration, 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 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 ed by descriptions, is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; may be too much and may appear to be punishment.

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