Supervisor performance appraisal

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I. Contents of getting supervisor performance appraisal

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If you're a small business owner and haven't gotten around to offering employee performance
appraisals, now is the time to start. Performance appraisals can benefit employees and
organizations by clarifying goals and expectations, and creating an environment of open
communication. The best performance appraisals offer positive feedback and advice for
improvement, and typically consist of a conversation between management and the employee.
Function
Performance appraisals help supervisors and employees to identify strengths and weaknesses of
employee performance. They offer an opportunity for supervisors and employees to discuss the
employees goals for himself, the supervisors goals for the larger department or organization and
ways that the employee and the supervisor can work together by further developing skills and
strengths necessary to reach these goals.
Significance
The best performance appraisals create a link between individual employee expectations and
how the employees work contributes to the larger organizations success. They clarify
expectations that the supervisor has for the employee and help the employee prioritize his duties.
Ideally, performance appraisals open the lines of communication between supervisors and
employees.
Benefits
Performance appraisals benefit the company as well as individual employees. They increase
rapport between management and employees, increase job satisfaction and improve employees

sense of loyalty toward the company. Performance appraisals assist the employee in seeing how
her role in the organization contributes to the companys overall success, thus increasing
employee morale. All of these lead to higher productivity among employees, which improves
organizational productivity.
Considerations
Performance appraisals should not be used as substitutes for consistent, open communication.
According to Carter McNamara of Authenticity Consulting LLC, Nothing should be surprising
to the employee during the appraisal meeting. Any performance issues should have been
addressed as soon as those issues occurred. After a performance appraisal, make sure to check
in with the employee consistently to discuss his progress toward the goals set during the meeting.
This will help keep employees motivated.
Expert Insight
McNamara recommends starting the performance appraisal meeting by making it clear that the
goal of the appraisal is to exchange ideas and work together to come up with an action plan for
meeting the employees and the organizations goals. He suggests allowing the employee to offer
input first, responding with your own input and then discussing any areas of disagreement.
Attempt to avoid defensiveness Discuss behaviors, not personalities, says McNamara. He
also recommends trying to end the meeting on a positive note.

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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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