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PERFORMANCE APPRAISAL
Performance appraisal is the process of obtaining, analyzing and recording
information about the relative worth of an employee. The focus of the performance appraisal
is measuring and improving the actual performance of the employee and also the future
potential of the employee. Its aim is to measure what an employee does.
According to Flippo, a prominent personality in the field of Human resources,
"performance appraisal is the systematic, periodic and an impartial rating of an employee’s
excellence in the matters pertaining to his present job and his potential for a better job."
Performance appraisal is a systematic way of reviewing and assessing the performance of an
employee during a given period of time and planning for his future.
It is a powerful tool to calibrate, refine and reward the performance of the employee. It
helps to analyze his achievements and evaluate his contribution towards the achievements of
the overall organizational goals.
By focusing the attention on performance, performance appraisal goes to the heart of
personnel management and reflects the management's interest in the progress of the
employees.
Objectives of Performance appraisal:
• To review the performance of the employees over a given period of time.
• To judge the gap between the actual and the desired performance.
• To help the management in exercising organizational control.
• Helps to strengthen the relationship and communication between superior –
subordinates and management – employees.
• To diagnose the strengths and weaknesses of the individuals so as to identify the
training and development needs of the future.
•
To provide feedback to the employees regarding their past performance.• Provide information to assist in the other personal decisions in the organization.
• Provide clarity of the expectations and responsibilities of the functions to be
performed by the employees.
• To judge the effectiveness of the other human resource functions of the organization
such as recruitment, selection, training and development.
• To reduce the grievances of the employees.
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Performance appraisal methods:.
1. Critical incident method:
This format of performance appraisal is a method which is involved identifying and
describing specific incidents where employees did something really well or that needs
improving during their performance period.
2. Weighted checklist method:
In this style, performance appraisal is made under a method where the jobs being evaluated
based on descriptive statements about effective and ineffective behavior on jobs.
3. Paired comparison analysis:
This form of performance appraisal is a good way to make full use of the methods of options.
There will be a list of relevant options. Each option is in comparison with the others in the
list. The results will be calculated and then such option with highest score will be mostly
chosen.
4. Graphic rating scales:
This format is considered the oldest and most popular method to assess the employee’s
performance.
In this style of performance appraisal, the management just simply does checks on the
performance levels of their staff.
5. Essay Evaluation method:
In this style of performance appraisal, managers/ supervisors are required to figure out the
strong and weak points of staff’s behaviors. Essay evaluation method is a non-quantitative
technique. It is often mixed with the method the graphic rating scale.
6. Behaviourally anchored rating scales:
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This formatted performance appraisal is based on making rates on behaviors or sets of
indicators to determine the effectiveness or ineffectiveness of working performance. The form
is a mix of the rating scale and critical incident techniques to assess performance of the staff.
7. Performance ranking method:
The performance appraisal of ranking is used to assess the working performance of employees
from the highest to lowest levels. Managers will make comparisons of an employee with the
others, instead of making comparison of each employee with some certain standards.
8. Management By Objectives (MBO) method:
MBO is a method of performance appraisal in which managers or employers set a list of
objectives and make assessments on their performance on a regular basis, and finally make
rewards based on the results achieved. This method mostly cares about the results achieved(goals) but not to the way how employees can fulfill them.
9. 360 degree performance appraisal:
The style of 360 degree performance appraisal is a method that employees will give
confidential and anonymous assessments on their colleagues. This post also information that
can be used as references for such methods of performance assessments of 720, 540, 180…
10.Forced ranking (forced distribution):
In this style of performance appraisal, employees are ranked in terms of forced allocations.
For instance, it is vital that the proportions be shared in the way that 10 or 20 % will be the
highest levels of performances, while 70 or 80% will be in the middle level and the rest will
be in the lowest one.
11. Behavioural Observation Scales:
The method based on the scales of observation on behaviors is the one in which important
tasks that workers have performed during their working time will be assessed on a regular
basis.
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Process of performance appraisal:
1. Objectives:
To evaluate the performance of new lecturer’s
2. Job expectations:
• Increasing performance of students.
• Create good environment for studies.
• Should be punctual to work.
• Completion of syllabus in time.
• Use of facilities.
• Use of illustrations and examples.• Knowledge of bridging gap between industry and study.
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• Making the student industry ready.
3. Design an appraisal program:
Now here we are using 360 degree performance appraisal method for performance
appraisal of new lecturers.
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360 degree performance appraisal
In the formatted from of 360-degree performance appraisals, the performance of an
employee will be assessed based on ideas of many other different people, for example
customers, suppliers, peers and direct reports. If the assessed is a manager, his/her staff will
be often asked for feedback on how that manager is doing his task. In case of using 360-degree performance appraisal, it is vital that the process be implemented by the manager of
Human Resources Department so that the subordinate reviewers (or staff) are made sure that
all their assessments on performance are kept anonymous.
360 degree performance appraisal measures:
• 360 degree measures manners and capacities.
• 360 degree improves such skills as listening, planning and goal-setting.
• 360 degree concentrates on subjective areas, for example efficiencies of teamwork,
character, and leadership.
• 360 degree supplies on the way others think about a specific staff.
Advantages of 360 degree appraisal:
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of
the company will become more honest.
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Who are all appraisers in 360 degree performance appraisal?
• Subordinates.
• Peers.
• Managers (i.e. superior).
• Team members.
• Customers.
• Suppliers/ vendors.
• Anyone who comes into contact with the employee and can provide valuable insights and
information.
360 degree appraisal has five components:
• Self appraisal
• Subordinate’s appraisal
• Peer appraisal.
•Clients
• Superior’s appraisal
Here we consider above characters as:
• Self appraisal : New lecturer appraisal
• Subordinate’s appraisal : Non teaching staff’s appraisal
• Peer appraisal. : Lecturer’s appraisal
•Clients : Students appraisal
• Superior’s appraisal : Principal appraisal
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The job of the appraisers:
Self appraisal (New lecturer):
• Be honest: When talking about your achievements or failures; stay honest and be true. You
should not overstate your strong points or ignore your weak points. In addition, do not have
any personal ideas on others.
• Well-prepared: Before the meeting, you are advised to have good preparations. Put
everything needed in an appropriate order; prepare all the evidences and references.
• Be objective: In self-appraisal, being objective is of great importance. Do not just overstate
or just ignore your accomplishments or failures. Be focused and concise in any idea you give
and if allowed, provide them with possible examples, references or dates. For instance, it will
be much nicer to say: “I replied all questions within 48 hours”, instead of saying “I offered
good service to the customers.”
• Positive attitude: Within the process of appraisal, try to have a positive attitude. Prove that
you are a cooperative staff. Be willing to take accountability for your failures andaccomplishments also. Show your enthusiasm to make improvements in the future and calmly
take all recommendations. Do not give any complaint or have any negative attitude.
• Cover all the aspects: In addition to your strong points, weak points, failures or
achievements, try to quote such chances of development and improvement you would like to
have. Make recommendations for resolve the arising issues. Valuate your abilities, attitudes
and skills as well as competencies.
• Seek future responsibilities: Based on your job description and such valuation of the KSA’s,
make short-term and long-term plans for your future working year. Do not hesitate to seek
tasks in addition to such current accountabilities of your job. This will bring out chances for personal improvement while helping you contribute to the productivity of the company.
In self appraisal process, you should quote your achievements, goals gained, the failures as
well as your own improvement (including new skills achieved, such plans for the future…),
the difficulties during the working period, such effort to resolve them, recommendations,
areas of training as well as development suitable for you.
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Self appraisal form:
Name: _____________________________
Position: __________________________
Subject: ___________________________
Graduation: ______________________________
1. Job descriptions and responsibilities:
________________________________________________________________
________________________________________________________________ ________________________________________________________________
How do you feel about your Job descriptions and responsibilities?
1 2 3 4 5
2. Did you meet the job requirements?
1 2 3 4 5
4. How do you feel about your performance?
1 2 3 4 5
If no, in what specific areas would you like to improve your job performance?
i.
ii.
iii.
iv.
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5. Did you meet the job related goals?
1 2 3 4 5
What job-related goals would you like to accomplish in the next 6 months?
i.
ii.
iii.
iv.
6. Behaviour of students.
1 2 3 4 5
7. Your opinion about Organization.
1 2 3 4 5
8. List additional items you would like to discuss.
i.
ii.
iii.
iv.
Employee’s Signature:
Date:
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Subordinate’s appraisal (Non teaching staff’s appraisal):
1. Maintain the attendance of lecturer.
2. Note the time punctuality of lecturer.
3. Look at the behaviour of lecturer with parents and office staff.
4. Adjustability with non teaching staff.
5. Analyse the student marks in his/her subject.
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Non teaching staff Appraisal:
Name:
a. Name: __________________________ Subject: __________________
b. Name: __________________________ Subject: __________________
c. Name: __________________________ Subject: __________________
d. Name: __________________________ Subject: __________________
Please rank each member (a, b, c, d) with a 5, 4, 3, 2, 1, 0 (5=highest, 1=lowest)
1. Is he/she regular to the college?
a.__________ b.__________ c._________ d. __________
2. Respects towards non teaching staff and their opinions.
a.__________ b.__________ c._________ d.___________
3. contributes his/her effort in improvement of student performance in curriculum activities.
a.__________ b.__________ c._________ d.__________
4. Reliable for meetings.
a._________ b.__________ c.__________ d.__________
5. Evaluation students internal answer papers and submission marks of students on time.
a._________ b.__________ c.__________ d.__________
7. Behaviour with staff students and parents.
a.___________ b.__________ c._________ d.__________
Signature
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Peer’s (Lecturers):
1. Note the behaviour of lecturer with staff.
2. Language Fluency.
3. Behaviour with students.
4. Adjustability with other faculty.
5. Flexibility.
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LECTURE PERFORMANCE APPRAISAL FORM
Lecturer name: __________________________________
Subject: _______________________
Date: ____________________
Appraisal period: ____________________
Name of your peers:
a. Name: __________________________ Subject: __________________
b. Name: __________________________ Subject: __________________
c. Name: __________________________ Subject: __________________
d. Name: __________________________ Subject: __________________
Lecture Appraisal:
Please rank each member (a, b, c, d) with a 5, 4, 3, 2, 1, 0 (5=highest, 1=lowest)
1. Contribution of ideas for the Student performances improvement.
a.__________ b.__________ c._________ d. __________
2. Respects towards colleague and their opinions.
a.__________ b.__________ c._________ d.___________
3. Contributes his/her effort in improvement of student performance.
a.__________ b.__________ c._________ d.__________
4. Coordination with all faculty.
a._________ b.__________ c.__________ d.__________
5. Timely evaluation of students answer papers.
a._________ b.__________ c.__________ d.__________
6. Knowledgeable about subject and her/his teaching style.a.__________ b.__________ c._________ d.__________
7. Behaviour with staff students and parents.
a.___________ b.__________ c._________ d.__________
Lecturer signature:
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Clients (students):
1. Teaching style.
2. Style of solving a problem.
3. Time management.
4. Punctuality to class.
5. Attention garbing method.
6. Behaviour in class.
7. The materials using to teach the students.
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Student Appraisal:
Name of Lecturers:
a. Name: __________________________ Subject: __________________
b. Name: __________________________ Subject: __________________
c. Name: __________________________ Subject: __________________
d. Name: __________________________ Subject: __________________
Please rank each member (a, b, c, d) with a 5, 4, 3, 2, 1, 0 (5=highest, 1=lowest)
1. Teaching style.
a.__________ b.__________ c._________ d. __________
2. Methods using to solve the problem.
a.__________ b.__________ c._________ d.___________
3. Time management.
a.__________ b.__________ c._________ d.__________
4. Doubt clearing ways.a._________ b.__________ c.__________ d.__________
5. The materials using to teach the students.
a._________ b.__________ c.__________ d.__________
7. Behaviour with parents.
a.___________ b.__________ c._________ d.__________
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Superior’s (Principal):
1. Check out the student performance.
2. Check out the teaching skills and behaviour of lecturer with student by visiting a class.3. Analyse the all feedback and rating given by the student, teaching and non teaching
staff.
4. Analyse the self appraisal form and know the feelings of the lecturer towards the
organization and his/her job.
5. Arrange interview with the lecturer and get to know the real fact.
6. Then give rank(rate) to faculty.
7. Analyse the all rating announce the result or hide it.
Performance appraisal to be done at every semester.
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