Graphic rating scale performance appraisal

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I. Contents of getting graphic rating scale performance

appraisal
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The performance appraisal process often gets a bad rap. For every person who says the
performance review should be abolished another will say its a necessary part of doing business.
While many equate performance reviews with compliance, it really doesnt have to be that way.
Tracy McCarthy SPHR, GPHR, chief human resources officer at SilkRoad, led a great session on
performance reviews. One thing that struck me from the start was our opening dialogue about the
review process itself. Lots of different definitions and descriptions for what performance reviews
are and how they are utilized within organizations. It made me wonder if some of the reason
performance appraisals get a bad rap is because we dont do a good job of explaining to
employees what the process means to our companies and how the process will be conducted.
During the conference we talked about three emerging trends in the performance review process
that companies might want to examine.
Consider changing the review cycle. Traditionally companies either conduct reviews on
employee anniversary dates or a common date. Ive worked in organizations that have done both
and there are pros/cons to each. A Buck Consultants survey has started to see a trend toward a
common review date.

Common reviews (also referred to as a focal review) allow companies to have a greater focus
during the process. When reviews are done on anniversary dates, the company views them in
pieces. When the process is completed at one focal time, the business benefits in a few ways.

The process can be conducted when its convenient for the operation.
Organizations can ensure that operational goals are included in every appraisal.
Administration of the process (forms, data entry, etc.) is streamlined.

One other advantage: the process is typically completed on-time. This is a win-win for everyone.
Ditch the graphic rating scale. Companies have been using the 1-5 graphic rating scale in
performance reviews for ages. While its easy to use, it can be filled with rating errors. My
personal challenge with using the graphic rating scale is the doesnt meet standard ratings.
Heres my thought. If a 3 rating represents meets company standard, then why does a 2 or 1
rating exist? Im not sure I understand degrees of not meeting the standard. Either you meet the
standard or you dont.
Tracy shared how the SilkRoad team revamped the graphic rating scale. SilkRoad conducts
performance appraisals twice a year theres the annual review as well as a mid-year check-in.
The annual review has a 5-point scale (5=Outstanding, 4=Exceeds, 3=Solid, 2=Inconsistent,
1=Ineffective). I really like the way they address the doesnt meet standard ratings. Or in
SilkRoads case not a solid performer.
The mid-year check-in is a bit more casual and fun. The ratings are Rockin It, On Track, and
Course Correction. Tracy says that managers and employees are more invested in the process
because theyve had the opportunity to create a piece of it.
Infuse a little fun into the process. Performance reviews are important to the employee and
company. This doesnt mean they have to be void of fun. Take a cue from the HR team at Balfour
Beatty Construction. They decided to solicit the help of their managers in creating a video kickoff for their annual performance appraisal process. Watch what they came up with.
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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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