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Performance Appraisal:
There are many different types of performance appraisals available. Among the more common include:
Comparative Standards -- This type of performance appraisal compares employee's performance with others in a group
Group Ranking Order -- In this type a supervisor places each employee in a classification, such as top 1/2 of employees. Usually someone has to be assigned in a bottom fraction of the group.
Individual Ranking -- This is the most commonly used form where a supervisor will list employees from highest and lowest.
Paired Comparison -- This type of performance appraisal compares employees with each and every other employee within a group and rates employees in terms of 'superior' or 'weaker' compared with another. A ranking and score is then assigned employees.
Source: Allen, 1998. "Management Evaluation."
This particular evaluation combined a group ranking method with 360 degree feedback, where a comprehensive evaluation of employee performance is enabled using feedback from all of the people...
Each of the employees surveyed (four total) were ranked from 1 to 4, 1 being the highest performer and 4 the lowest.
Three out of four respondents indicated that they believed the performance appraisal was administered in a timely fashion. Only two of four respondents however indicated that they appraisal results were as anticipated, and even more discouragingly one of four indicated they felt the performance appraisal was measured adequately against there job (strongly agreed).
Every respondent (four out of four) strongly agreed however that they were provided recommendations for improvement during their performance appraisal. These recommendations were given based on the critical feedback provided by co-workers and supervisors the employees worked with. None of the employees in this case had subordinates working under them.
The results of the performance appraisal survey response were not as expected. Because a 360 degree feedback method was utilized, there…
References:
Allen, G. (1998). "Management evaluation." BMGT-1301, DCCCD. September 27,
2004,http://ollie.dcccd.edu/mgmt1374/book_contents/5controlling/evaltg/evaluate.htm
Hunter, M. (2003). "Best practice: 360 degree feedback performance appraisal/merit
System." September 27, 2004, from: http://www.bmpcoe.org/bestpractices/external/mash/mash_18.html
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