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1. Projects on performance appraisal
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projects on performance appraisal methods, projects on performance appraisal tips, projects on
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I. Contents of getting projects on performance appraisal
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A 360-degree appraisal can supplement traditional performance appraisal systems when
evaluating a project's time, costs and quality factors. It is an evaluation approach that focuses on
gathering data, information and opinions from different sources. This includes feedback from the
project manager, project team members, partners, vendors, clients, customers and end-users. One
of the strengths identified with this approach is that it provides a more well-rounded picture of
performance and can assist project stakeholders become more aware of strengths and weaknesses
for purposes of best-practice development.
Time Management
In addition to traditional evaluations of scheduling charts and report estimates against actual
performance, time management assessments may include giving project team members surveys
and questionnaires to assess the effectiveness of project scheduling and time-scale performances.
Project feedback questionnaires may also evaluate the strengths and weaknesses with time
management techniques used to develop project milestones and schedule other project
components.
Project Budgets
Traditional budget tracking techniques include variance analysis, which assesses differences
between budget estimations against final project expenditures. The 360-degree appraisal
supplements may solicit additional feedback from project team members related to budget
allocations. Additionally, a project-end survey can be developed to provide a cost-benefit

2. analysis that evaluates the perceived value or rate of return for each element of the project
budget.
Related Reading: Ten Steps in Getting My Project Back on Track
Team Performance
When auditing project staffing, a key question is whether the people assigned to the project were
qualified. This includes the project manager and project team members. Project team members
can complete a group assessment and self assessment related to key project performance areas.
For example, a self assessment can give project members an opportunity to evaluate the
effectiveness of project assignments. Also, project end-users, customers, clients and vendors can
give feedback on team member performance based on their contact with the project manager and
project team members.
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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
is when compared to another employee.
iii. When a large number of employees are working, ranking

3. 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

4. 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.

5. III. Other topics related to Projects on performance appraisal (pdf download)
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