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Performance appraisal rating scale examples
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I. Contents of getting performance appraisal rating scale examples
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One key business communication skill is to give feedback to one’s subordinates. Therefore, I
believe it is crucial to practice and accurately assess this skill. Furthermore, students appreciate
knowing the details of how I determine their grades.
Goal:
I wanted a systematic and consistent assessment of student performance.
Methods/Tools:
I constructed a rating scale that decomposes the performance appraisal interview into four major
components: (1) preparation leading up to the interview, (2) actual performance appraisal
feedback, (3) conduct of the interview, and (4) follow-up to the interview. Each of these
components is divided into a series of measurable behaviors. All behaviors are scored on a 0-3,
0-4, or 0-5 numerical scale for a total of 100 points.
Implementation:
I set up a mock performance appraisal interview in which one student gives feedback to another.
During the interview, I score the student’s performance using the dimensions in the rubric. I use
this form in two courses on interpersonal communication, an MBA-level course and an
undergraduate-level course. The last dimension is scored after the student sends the post-
interview summary of the feedback. My feedback to the students includes the numerical scores
and the notes that I scribble in the margins. I also use a highlighter to underscore the most

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important feedback, so students can prioritize the feedback. Because students give several
presentations during the semester, I interpret the scores not only in an absolute sense, as
snapshots of students’ strengths and weaknesses at a given time, but also developmentally,
looking at students’ improvement over time. I have used this rating scale for years, and the
performance appraisal interview is a standard component of the course.
Impact/Results:
Students get their feedback immediately after the performance appraisal interview. The impact
has been two-fold, to student learning and to my own teaching. For students, they can see their
progress, especially if they have been working on a particular aspect of their interview skills. For
myself, it has made my teaching more focused because I am more aware of what students are
working on.
Comments:
I update the form periodically to reflect new research in rhetoric and communication as well as
benchmarks in the business field.
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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.
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

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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
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

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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
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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III. Other topics related to Performance appraisal rating scale examples (pdf
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