METHODS OF RATING

PERFORMANCE
 Comparative Methods
• Comparative methods of performance appraisal involve some form of comparison of one
worker’s performance with the performance of others

• These procedures are relatively easy to implement in work organizations and include
rankings, paired comparisons, and forced distributions.
RANKINGS

• Supervisors must rank their direct reports using the comparative method of ranking.

• It has a number of limitations. First, while ranking separates the best workers from the
rest.
Paired comparisons
• Paired comparisons are another comparative method of performance evaluation in which the rater
compares each employee to every other employee in the group.

• example, a group has six possible paired comparisons).of four workers, but 28 paired comparisons for
a group of seven)

• The final rank is determined by the number of times that individual was chosen as the best.
Forced distributions

• In the forced distributions comparative method, the rater assigns

workers into predefined categories ranging from poor to excellent on the basis of
comparison with all other workers in the group.

• Information comparing one employee's performance to that of other employees.

• information was provided comparing their work performance to that of their self-
ratings of performance were more accurate than those of their peers.
 INDIVIDUAL METHODS
• Individual methods entail rating employees according to himself/herself. Nevertheless,
despite the fact that evaluations are done individually, they may still compare different
people.
Graphic rating scales
• The vast majority of performance appraisals use graphic rating scales, which offer
predetermined scales to rate the worker on a number of important aspects of the job, such
as quality of work, dependability, and ability to get along with coworkers.
Behaviorally anchored rating scales

• behaviorally anchored rating scales (BARS) performance appraisal technique using rating
scales with labels reflecting examples of poor, average, and good behavioral incidents

• behavioral observation scales (BOS) performance appraisal methods that require

appraisers to recall how often a worker has been observed performing key work behaviors
 Checklists
• Another individual method of performance rating is the use of checklists, which consist of
a series of statements about performance in a particular job. The statements are derived
from a job analysis and can reflect either positive or negative aspects of performance

• performance appraisal methods using a series of statements about job performance

Narratives
• A relatively simple form of individual performance evaluation is the use of narratives,
which are open-ended, written accounts of the worker’s performance or listings of specific
examples of performance strengths and weaknesses. The advantage of narratives is that
appraisers have the freedom to describe performance in their own words and to emphasize
elements that they feel are important.

• open-ended written accounts of a worker’s performance used in performance appraisals