Implementation of

Annual Employee

Performance Appraisals

Presented by Oluseyi Akanbi

Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. Performance appraisal always involves setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee

Performance appraisal

It serves as a useful career planning measureIt plays crucial parts in salary and promotion decisionsIt is an integral role in the performance management process It plays significant roles in identifying training and development needsIt helps managers and subordinates develop a plan for correcting any deficiencies

Benefits of Performance appraisal

The graphic rating scale is the simplest and most popular method for appraising performance. A graphic rating scale lists traits and a range of performance values for each trait. The supervisor rates each subordinate by circling or checking the score that best describes the subordinate's performance for each trait

Rating-Scales Appraisals

Unclear StandardsHalo Effect Central Tendency, Leniency or Strictness Bias

Dangers in filling Out Rating-Scale Appraisals

Graphic-type rating scales in particular are susceptible to several problems including

Ambiguous traits and degrees of merit can result in an unfair appraisal

The best way to fix a problem associated with unclear standards is to include descriptive phrases that define or illustrate each trait. Specificity results in more consistent and more easily explained appraisals

Unclear Standards

The influence of a rater’s general impression on ratings of specific qualities can be a problem Experts define halo effect as "the influence of a rater's general impression on ratings of specific rate qualities." For example, supervisors often rate unfriendly employees lower on all traits, rather than just on "gets along well with others"

Halo Effect

Some supervisors tend to rate all their subordinates consistently high or low. Leniency refers to giving high ratings, while strictness refers to giving low ratings. Central tendency refers to giving average scores.

Central tendency, leniency or strictness

The tendency to allow individual differences such as age, race, and sex affect employee appraisal ratings is a problem Appraisal bias has been shown to be caused by the appraisal's purpose but not the location or time of the appraisal. The personality of the supervisor, personal characteristics of the subordinate, and relationship between the two parties all tend to lead to bias

Bias

Learning and understanding the potential problem and possible solutions Using the right appraisal tool for each situation Filing records of both critical negative and positive incidents Making sure that the primary goal of the appraisal is to improve unsatisfactory performance or reinforce exemplary performance Making sure the appraisal is fair

How to avoid appraisal problems

Developing accurate performance measures: Using the right appraisal tool, using multiple criteria, minimizing the use of trait-based evaluations, etc.Training evaluators: to overcome the common problems of assessment, to use the measurement methods and forms, etc.Using multiple ratersUsing rating committees

Tips for delivering performance appraisal

Appraisals should be based on objective rather than subjective performance data and also on observable job behaviors. Appraisers should explain how subordinates can improve their performance, clarify in advance the performance objectives, and train supervisors in how to conduct appraisals.

Conclusion