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Appraisal

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Assessing the characteristics, traits and performances to

identify the worth/value of the

appraisee.

A systematic way of reviewing and assessing the

performance to achieve the

predetermined objectives / goals or

benchmarks in a given time frame.

Appraisal

Procedure

Evaluation

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Create an opportunity to discuss professional development goals and objectives.

Establish lines of communication at all levels.

To review and document the performance.

Plan corrective actions necessary to improve

the performance.

Need for Appraisal

Appraisal Methods

Narratives

Ranking Comparisons

Checklists

Rating Scales

Objective Measures

Group Rank Ordering

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Narratives

• Essays• Critical Incidents

Ranking

Comparisons

• Alternation• Paired Comparisons

Checklists

• Simple• Weighted

Rating

Scales

• Graphics Rating Scales• Behaviorally Anchored Rating Scales (BARS)• Behavioral Observation Scales (BOS)

Objective Measures

• Human Resource Accounting Method (Quantity Produced, etc.)• Goal setting Standards (MBO, etc.)

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Narratives• Written essays, the simplest essay method,

is a written narrative assessing an assesee's strengths, weaknesses, past performance, potential, and provides recommendations for improvement.

• Critical Incidents. The supervisor's attention is focused on specific or critical behaviors that separate effective from ineffective performance.

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Ranking Comparisons

– In group RANK ORDERING the supervisor places employees into a particular classification such as "top one-fifth" and "second one-fifth". If a supervisor has ten employees, only two could be in the top fifth, and two must be assigned to the bottom fifth.

– In INDIVIDUAL RANKING the supervisor lists employees from highest to lowest. The difference between the top two assesee’s is assumed equivalent to the difference between the bottom two employees.

– In PAIRED COMPARISON the supervisor compares each employee with every other assesee’s in the group and rates each as either superior or weaker of the pair. After all comparisons are made, each assesee’s is assigned a summary or ranking based on the number of superior scores received.

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ChecklistsSimple Checklists :Based on a list of

statements the appraiser describes the job performance of the appraisee.

Weighted checklists : is a set of objectives or descriptive statements about the appraisee and his behavior.

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• Graphic Rating Scale. This method lists a set of performance factors such as job knowledge, work quality, cooperation that the supervisor uses to rate employee performance using an incremental scale.

• Behaviorally Anchored Rating Scales (BARS) combine elements from critical incident and graphic rating scale approaches. The supervisor rates employees according to items on a numerical scale.

• Behavioral Observation Scales (BOS)

Rating Scales

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Objective Measures

• Human resource accounting method tries to find the relative worth of the assets in the terms of money.

- The Performance appraisal of the appraisee is judged in terms of his

or her cost and contribution.

• Management by Objectives. MBO evaluates how well an employee has accomplished objectives determined to be critical in job performance. – This method aligns objectives with

quantitative measures such as sales, profits, zero-defect units produced.

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Step by Step guide to AppraisalSetting Goals (A)

Setting Objectives (B)

Develop Performance Standards (C)

Follow up (D)

Rewarding Performance (E)

The Performance Evaluation Report (F)

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A. Setting Goals • The appraiser should allow some time to create a

development plan.• The appraiser should record specific goals, targets or

benchmarks that the appraisee will attempt to achieve.• Both appraiser and appraisee should agree on the steps

to be taken to achieve these targets, • Both should agree on how the appraisee’s progress

towards these goals will be measured and set a defined timeframe for the next performance appraisal.

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Achievement of Goals• The performance indicators are marked• The assessment of actual output/performance• The assessment of behavioural and social

characteristics one needs to possess• Loyalty & integrity in all times, due diligence

even when unwatched or unnoticed• The gaps in the process of achievement• Assistance required by peers, seniors or

management support

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B. Setting objectives

Specific RealisticTime boundMeasurableAchievableObservable/TangiblePerformance oriented

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Objectives of Appraisal

Build strong relationships – good working relations – spirit of collaboration

Personalization – motivation for self improvement

Accountability- Sense of belongingness

Productive communications --Feedback

Tackle road block to success and encourage working together

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Objectives of communication

To provide adequate feedback on performance;

To clearly establish goals, i.e what is expected of the staff members in terms of performance and future work assignments;

To provide counseling and job satisfaction through open discussion on performance and

To let appraisee assess where they stand within the organization in terms of their performance.

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Administrative objectives

• To serve as a basis for promotion or demotion;• To serve as a

basis for allocating incentives;• To serve as a

basis for determining transfers

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C. Develop Performance Standards

Performance standards are:Based on the position, not

the individualDiffer from institution to

institution as per the requirement

Observable, meaningful, reasonable and attainable specific indicators of success

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D. Follow up

• Follow up means more than simply conducting regular formal performance reviews once a year.

• If appraisers review appraisee and provide feedback as part of everyday working, both appraiser and the appraisee will learn much more about their strengths, weaknesses and how appraiser would prefer the job to be done.

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E. Rewarding Performance

• Rewarding performance means providing incentives to, and recognition of appraisee for their performance and acknowledging their contributions to the organization's mission.

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F. The Performance Evaluation Report

• Job standards, procedures and regulations.

• Established goals, objectives and expectations.

• Knowledge and skills to perform the job.

• Job relationships and compatibility to work with seniors peers and assessors required for successful performance

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• Quality of work, including the nature and consequences of errors made during the evaluation period.

• Punctuality or Absenteeism. • Commendations awarded relative

to assesee’s performance.

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What do we achieve by Appraisal ?

It is the scrutiny of performance .

Judges the gap between the actual and the desired performance.

Defines clarity of the expectations and responsibilities of the functions to be performed.

Diagnoses the training and development needs required.

Reduces the grievances if any.

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Helps the management in exercising organizational control.

Helps to strengthen the relationship and communication between appraiser and appraisee.

Provides information to assist the management and HR in decisions like recognitions for awards , promotions, transfers salary hikes etc.

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For an Academic Institution

Review

Assess

PerformDevelop

Plan

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How often should appraisal take place in Educational Institutes

• Specific period for FORMAL• Annually• Half Yearly• Quarterly• Specific period for INFORMAL• Regular Feedback

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All Purpose Review is an Appraisal system at

SUBODH PUBLIC SCHOOL.to provide a comprehensive perspective of the appraisee’s performance from all associated people like superiors, peers, sub-ordinates, customers, stakeholders and appraisers.

It is effective for identifying the progress, strengths, weaknesses and overall performances.

All Purpose Review

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All Purpose Review• Student to teacher Annual Online

Teacher Appraisal

• Peer to Peer Annual Classroom Observation

• Parent to Teacher Annual by Randomly picked parents

• Student to teacher Randomly after every teaching session

• Self Appraisal Annual By teachers and by Students

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All Purpose Review

• Student to TeacherAnnual Online Teacher Appraisal

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All Purpose Review

• Peer to PeerAnnual Classroom Observation

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All Purpose Review• Parent to Teacher Annual by randomly picked

Parents

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All Purpose Review

• Student to Teacher

Randomly after every teaching session

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All Purpose Review• Self AppraisalAnnual by Teachers and by Students

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Qualities of a Good appraisal

It is Factual

It is Fair

It describes the Whole Period

It describes the Whole Job

It has no Surprises

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HANDLING AFTER APPRAISALS A BIG CHALLENGE

• Congratulate those with a descent appraisal

• Motivate to instil pride and make them feel more responsible and important

• Those with Not so good appraisal --- need most of your attention

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HANDLING AFTER APPRAISALS A BIG CHALLENGE

• Analyse the reasons for failure.• Understand why they went wrong• Do not let them lose their confidence and interest in

work• Make them have a feel that You are always with

them• Give them the opportunity to vent out their

frustrations• Provide the required guidance and a chance to

prove • Send an encouraging /motivating mail

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HANDLING AFTER APPRAISALS A BIG CHALLENGE

• Make them understand this phase of failure is temporary

• Encourage them to work with more diligence, earnestness and in togetherness with the organisation

• Such employees to be handled with a little care and patience

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