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1. Supervisor performance appraisal
In this file, you can ref useful information about supervisor performance appraisal such as
supervisor performance appraisal methods, supervisor performance appraisal tips, supervisor
performance appraisal forms, supervisor performance appraisal phrases … If you need more
assistant for supervisor performance appraisal, please leave your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting supervisor performance appraisal
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If you're a small business owner and haven't gotten around to offering employee performance
appraisals, now is the time to start. Performance appraisals can benefit employees and
organizations by clarifying goals and expectations, and creating an environment of open
communication. The best performance appraisals offer positive feedback and advice for
improvement, and typically consist of a conversation between management and the employee.
Function
Performance appraisals help supervisors and employees to identify strengths and weaknesses of
employee performance. They offer an opportunity for supervisors and employees to discuss the
employee’s goals for himself, the supervisor’s goals for the larger department or organization
and ways that the employee and the supervisor can work together by further developing skills
and strengths necessary to reach these goals.
Significance
The best performance appraisals create a link between individual employee expectations and
how the employee’s work contributes to the larger organization’s success. They clarify
expectations that the supervisor has for the employee and help the employee prioritize his duties.
Ideally, performance appraisals open the lines of communication between supervisors and
employees.
Benefits

2. Performance appraisals benefit the company as well as individual employees. They increase
rapport between management and employees, increase job satisfaction and improve employees’
sense of loyalty toward the company. Performance appraisals assist the employee in seeing how
her role in the organization contributes to the company’s overall success, thus increasing
employee morale. All of these lead to higher productivity among employees, which improves
organizational productivity.
Considerations
Performance appraisals should not be used as substitutes for consistent, open communication.
According to Carter McNamara of Authenticity Consulting LLC, “Nothing should be surprising
to the employee during the appraisal meeting. Any performance issues should have been
addressed as soon as those issues occurred.” After a performance appraisal, make sure to check
in with the employee consistently to discuss his progress toward the goals set during the meeting.
This will help keep employees motivated.
Expert Insight
McNamara recommends starting the performance appraisal meeting by making it clear that the
goal of the appraisal is to exchange ideas and work together to come up with an action plan for
meeting the employee’s and the organization’s goals. He suggests allowing the employee to offer
input first, responding with your own input and then discussing any areas of disagreement.
“Attempt to avoid defensiveness … Discuss behaviors, not personalities,” says McNamara. He
also recommends trying to end the meeting on a positive note.
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III. Performance appraisal methods
1.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
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.

3. Limitations of Ranking Method
i. 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.
ii. 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.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. 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 – Rater’s biases
3. Checklist method

4. 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
4. 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.
5. Essay Method

5. 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.
6. 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.
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