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1. Graphic rating scale performance appraisal
In this file, you can ref useful information about graphic rating scale performance appraisal such
as graphic rating scale performance appraisal methods, graphic rating scale performance
appraisal tips, graphic rating scale performance appraisal forms, graphic rating scale
performance appraisal phrases … If you need more assistant for graphic rating scale 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 graphic rating scale performance appraisal
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The performance appraisal process often gets a bad rap. For every person who says the
performance review should be abolished another will say it’s a necessary part of doing business.
While many equate performance reviews with compliance, it really doesn’t have to be that way.
Tracy McCarthy SPHR, GPHR, chief human resources officer at SilkRoad, led a great session on
performance reviews. One thing that struck me from the start was our opening dialogue about the
review process itself. Lots of different definitions and descriptions for what performance reviews
are and how they are utilized within organizations. It made me wonder if some of the reason
performance appraisals get a bad rap is because we don’t do a good job of explaining to
employees what the process means to our companies and how the process will be conducted.
During the conference we talked about three emerging trends in the performance review process
that companies might want to examine.
Consider changing the review cycle. Traditionally companies either conduct reviews on
employee anniversary dates or a common date. I’ve worked in organizations that have done both
and there are pros/cons to each. A Buck Consultants survey has started to see a trend toward a
common review date.

2. Common reviews (also referred to as a focal review) allow companies to have a greater focus
during the process. When reviews are done on anniversary dates, the company views them in
pieces. When the process is completed at one focal time, the business benefits in a few ways.
 The process can be conducted when it’s convenient for the operation.
 Organizations can ensure that operational goals are included in every appraisal.
 Administration of the process (forms, data entry, etc.) is streamlined.
One other advantage: the process is typically completed on-time. This is a win-win for everyone.
Ditch the graphic rating scale. Companies have been using the 1-5 graphic rating scale in
performance reviews for ages. While it’s easy to use, it can be filled with rating errors. My
personal challenge with using the graphic rating scale is the “doesn’t meet standard” ratings.
Here’s my thought. If a “3” rating represents “meets company standard”, then why does a 2 or 1
rating exist? I’m not sure I understand degrees of not meeting the standard. Either you meet the
standard or you don’t.
Tracy shared how the SilkRoad team revamped the graphic rating scale. SilkRoad conducts
performance appraisals twice a year – there’s the annual review as well as a mid-year check-in.
The annual review has a 5-point scale (5=Outstanding, 4=Exceeds, 3=Solid, 2=Inconsistent,
1=Ineffective). I really like the way they address the “doesn’t meet standard” ratings. Or in
SilkRoad’s case “not a solid” performer.
The mid-year check-in is a bit more casual and fun. The ratings are Rockin’ It, On Track, and
Course Correction. Tracy says that managers and employees are more invested in the process
because they’ve had the opportunity to create a piece of it.
Infuse a little fun into the process. Performance reviews are important to the employee and
company. This doesn’t mean they have to be void of fun. Take a cue from the HR team at
Balfour Beatty Construction. They decided to solicit the help of their managers in creating a
video kick-off for their annual performance appraisal process. Watch what they came up with.
==================
III. Performance appraisal methods

3. 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
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

4. 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
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.
III. Other topics related to Graphic rating scale performance appraisal (pdf
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