Questionnaire for performance appraisal

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I. Contents of getting questionnaire for performance appraisal

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Why do employees love their jobs? No, its not the food. Three reasons top the list: interesting
work, career growth, and working with great people.* On the flip side, employees are more
likely to loathe and leave their jobs if they feel underpaid, overburdened with responsibility, or
work for a bad boss.
Positive, productive employees make a strong company. Sure, you can assume all is well
business is booming, customer satisfaction is high, and employee turnover is generally low. But
are you getting the complete picture? Is everyone on the team doing their part? Are managers
getting results through positive or negative motivation? Are people staying because of a tough
economy or because they genuinely enjoy their work, their managers, and their teams?
Regular performance reviewsof individuals, teams, and managerscan give you timely
insight into the health of the very heart of your company: Your employees. Traditional employee
surveys conducted by human resources departments allow management to gather the business
crucial feedback. However, a focused employee evaluation allows for management and their
workforce to engage in a helpful dialogue about career development and goals.
How to Use Surveys to Review Performance
Use the feedback you gather with performance review surveys to shape your management
training programs, target specific team skills development, and plan individual career paths.

Self-assessment. Ask individuals to rate their job satisfaction and performance. Did they
meet goals set at the beginning of the quarter or year? Were these reasonable and attainable?
Annual performance reviews provide great input for career development discussions.

Employee and team skills assessment. Gain management perspective on individual and
team performance and skills. Identify any gaps between an employee self-evaluation
questionnaire and those of managers, and then figure out what training or development might be
required to align experiences.

Manager Effectiveness. Across departments, what do employees think about their

managers? Find out if supervisors and managers communicate expectations well with their
teams. Is there unity of purpose? Use surveys to determine if the vision and goals of the company
are clear to all employeesacross teams, departments, and geographies.

Career training and development. What do employees think of the companys job
training and development programs? Do employees feel the workplace supports their career
goals and ambitions? What education programs do they need to meet their objectives? If there
was a particular program you ran over the previous time period, you can also deploy a dedicated
training survey.

Promotion readiness Is your employee ready to take on a position of greater

responsibility? Do otherssuperiors, subordinates, and peersfeel positively about this
persons work, leadership, and collaboration skills?
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III. Performance appraisal methods

1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.

2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages helps overcome rating
errors. Disadvantages Suffers from distortions
inherent in most rating techniques.

3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases

4. Checklist method

Under this method, checklist of statements of traits of

employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an

employee stands in his group. It does not test anything

about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

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