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1. Performance Appraisal:
Graphic Rating Scale Method
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2. Performance Appraisal
 Systematic, organized means of
assessing people’s performance in their
respective tasks
 Assessment based on set targets
 Evaluator ranks individual’s performance,
communicates outcomes to rate whether
he/she met the target or not
 College professor may also method to
appraise students, assessing success of
teachings
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3. Graphic Rating Scale Method
 Easiest, most renowned performance
appraisal method
 Allocates scores to individuals’ traits,
depending on how the evaluator
perceives them
 Example: scores on varying degrees of
confidentiality: 1 for lowest degree of
confidentiality, 5 for highest degree of
confidentiality
 Scores allocated to each trait then
summed up, various individuals given
positions based on total scores
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4. Graphic Rating Scale Method
 Method used on various employees
occupying different positions, to state
which employees have most
satisfactory traits.
 Used in medical field to appraise a
medical doctor by assessing unique
traits he/she possesses
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5. Forced distribution appraisal
method
 Means of proportional assessment
 Evaluator positions junior employees in
accordance with a particular distribution
 Widely used to assess variety of
performances in various sectors
 Does not rank individuals by giving them
numeric positions that would identify the best
performing individual as number one, and
worst performer as last
 Example: students’ performances rated using
particular ranges - percentages, fractions,
groups (low, less than average, average,
higher than average, high performers)
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6. Forced distribution appraisal
method
 Can negatively affect morale
 Employees may feel performances are not
fairly recognized; group rankings are used
rather than individual positions
 Can create tensions among
employees/students; those ranked in lower
category can develop strained relationships
with those ranked higher
 Advantage: uses common basis to rate
performances; does not discriminate by
employing different ranking approaches
 Disadvantage: triggers stiff competition
among the groups, aiming for top ranking
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