Employee performance review system


Employee performance review system
In this post, you can ref useful information about employee performance review system. You can ref more materials for employee performance review system such as: performance review methods, performance review forms… at the end of this post.
I. Contents of employee performance review system
Employee appraisal systems help managers evaluate employee job performance and develop a fair system of pay increases and promotions. Appraisals in turn can help staff members improve performance, and assist companies in devising or reorganizing job functions to better fit the position or the employee. In addition, employee appraisals may reveal outdated or inefficient business practices. Effective employee appraisal systems incorporate goals to help improve the employer as well as the employee, through the application of appropriate and timely feedback and training.
Trait-Focused Performance Appraisal
The trait-focused system centers on attributes such as helpfulness, dependability and punctuality. Supervisors rate employees by indicating specific traits each employee exhibits. Most trait-focused systems use a simple checklist with ratings of “excellent,” “satisfactory” or “needs improvement,” or similar options. This system is traditionally popular with customer service departments. These types of evaluations are subject to the supervisor’s personal bias, however, and the majority of employees end up with marks of “satisfactory,” which limits this system’s reliability and accuracy.
Behavior-Focused Performance Appraisal
The behaviorally anchored rating system (BARS) judges your employees' actions using a rating scale to measure specific behaviors. Four rating scales are used in behavior-focused evaluations: graphic rating scales, behaviorally anchored rating scales, forced choice scales and mixed standards scales.
Graphic rating judges behaviors on a sliding scale from “excellent” to “poor;” average employees' results should cluster in the middle, with poor employees near the bottom and exceptional employees near the top.
Behaviorally anchored scales rely on very specific evaluators to score the employee’s actions as pass or fail. For example, “Does the employee answer the telephone with the correct greeting?” or “Does s/he verify all customer information in the correct order?”
The forced-choice scale lists rankings of performance such as “poor,” “needs improvement,” “average,” “above average” or “excellent,” with no other options; a mixed standards scale is a forced-choice scale with room for administrator comments.
Unstructured Method
Many older performance evaluations relied on the employee’s personal qualities as reported by a supervisor. The unstructured method relies directly on the superior’s subjective opinion without an objective rating scale. An unstructured evaluation might simply be a statement or description from a manager to a question such as, “What is Jane like?” The unstructured method is unreliable because it is contingent on personality chemistry, says the Community for Human Resource Management (CHRM).
Straight Ranking
The straight ranking method compares employees to each other, ranking them from best to worst. While it's often easy to point out the top and bottom performers, those in the middle can prove harder to put in order. An example of straight ranking would be a customer service center that gave points for completed service tickets. Employers often post ranks anonymously by employee number. Although the ranking criteria are specific, they also are subjective due to the customer input where ticket completion would not always be in the employee’s hands. This subjectivity, says CHRM, makes straight ranking unreliable as a tool for evaluating specific employees.
Paired Comparison
The paired comparison method compares each employee with every other employee in a group. According to CHRM, paired comparison “is considered more reliable as it is based on a systematic method of comparison and evaluation.” Paired comparisons work best in situations where only one employee will be promoted; each is compared and ranked against the others on various factors until one stands out.
Grading and Checklist
The grading method uses standard A to F letter grades in different categories to rate each employee, while the checklist method relies on a list of yes or no questions such as, “Is the employee helpful to his peers?” In each of these evaluation types, the specific standards are set in advance and defined as categories to evaluate.
Management By Objective
Modern evaluation methods try to remove some the subjectivity and bias inherent in traditional methods. MBO, or management by objective, appraisals require the employee and supervisor to agree on a set of objectives before the evaluation. The process relies on goal setting and constructive feedback to be successful.
Psychological Appraisals
Psychological appraisals assess the employee’s intellectual ability, emotional stability, analytical skills and other psychological traits using objective psychological evaluation processes. These evaluations are useful in preparing and developing training methods, and for placing employees on appropriate teams.
360-Degree Feedback
360-degree feedback requires the employer to survey co-workers, supervisors, subordinates and even customers about each employee’s actions. The multiple feedback channels offer objective perspectives of behavioral traits and actions. “From [360-degree] feedback, the worker is able to set goals for self-development, which will advance their career and benefit the organization,” according to Terri Linmann, author of “360-degree Feedback: Weighing the Pros and Cons.”
II. Useful materials for employee performance review system
• 11 performance appraisal methods
• Top 28 performance appraisal forms
300+ performance review phrases
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Employee performance review system updated: July 19, 2014 author: admin

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