What is Performance Appraisal?

Performance Appraisal is a process of evaluating an employee’s job performance, usually on an annual or semi-annual basis. The goal of performance appraisal is to provide feedback to employees on their strengths and areas for improvement, as well as to identify opportunities for professional development and training. Performance Appraisal typically involves a review of an employee’s job performance by their supervisor or manager, and may include a self-evaluation by the employee, as well as input from other colleagues or customers.

The process may also include setting goals for future performance and development. The results of the performance appraisal are often used to make decisions about pay, promotions, and other forms of recognition or rewards.

Types of Performance Appraisal

There are several different types of Performance Appraisal methods, including:

  1. Traditional Methods: These include annual reviews, where the employee’s performance is evaluated on a yearly basis. This method is often criticized for its infrequency, and lack of real-time feedback.
  2. 360-degree Feedback: This method involves collecting feedback from multiple sources, including the employee’s supervisor, peers, subordinates, and even customers. This method aims to provide a more comprehensive view of the employee’s performance.
  3. Self-appraisal: This method involves the employee evaluating their own performance and providing feedback to the supervisor. This method is intended to promote employee self-awareness, and personal development.
  4. Management by Objectives (MBO): This method involves setting specific, measurable performance goals and regularly monitoring progress towards those goals. The employee’s performance is evaluated based on their achievement of the goals.
  5. Behavioral-based Appraisal: This method involves evaluating an employee’s behavior and actions, rather than their job performance. This method is particularly useful in assessing soft skills such as leadership and communication.
  6. Result-oriented Appraisal: This method focuses on the outcome of the employee’s work, rather than the process. It is mainly used in assessing sales people, manager, and other high-level positions.
  7. Forced Distribution: This method involves categorizing employees into a specific percentage of high, average, and low performers. This method is used to identify high performers for promotion and low performers for improvement.

What is the Process of Performance Appraisal?

The process of Performance Appraisal typically involves the following steps:

  1. Setting Performance Goals: The employee and their supervisor will work together to set clear, measurable performance goals for the appraisal period. These goals should align with the overall goals of the organization.
  2. Monitoring Progress: The supervisor will regularly monitor the employee’s progress towards their performance goals and provide feedback and support as needed.
  3. Preparing for the Appraisal: Before the formal appraisal, the employee and the supervisor will prepare by gathering relevant information and documentation, such as job performance data, project reports, and customer feedback.
  4. Conducting the Appraisal: During the appraisal, the employee and the supervisor will meet to discuss the employee’s performance. The employee will have an opportunity to provide feedback and ask questions. The supervisor will provide feedback on the employee’s strengths and areas for improvement.
  5. Agreeing on Development Plans: Based on the outcome of the appraisal, the employee and the supervisor will agree on development plans and determine any necessary training or support to help the employee achieve their goals.
  6. Documenting the Appraisal: The outcome of the appraisal will be documented in a written report and stored in the employee’s personnel file.
  7. Follow-up: The employee and the supervisor will follow up on the development plans agreed during the appraisal, and regularly check-in on progress.