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1. Performance appraisal questionnaire
In this file, you can ref useful information about performance appraisal questionnaire such as
performance appraisal questionnaire methods, performance appraisal questionnaire tips,
performance appraisal questionnaire forms, performance appraisal questionnaire phrases … If
you need more assistant for performance appraisal questionnaire, 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 performance appraisal questionnaire
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Keeping employees motivated and focused is a key skill if you are to keep moving forward as a
business; without giving people regular feedback on how they are doing, there is a danger
standards will slip and you could stagnate or even go backwards.
Performance appraisals are a widely-used tool for employee feedback and are crucial in helping
your staff understand what you expect of them. Presenting staff with concrete goals and
objectives and reviewing the results on a regular basis will give people a clear sense of direction
and responsibility, improving your business as a result.
This article will cover all you need to know about conducting your own performance appraisal;
outlining the benefits, how to prepare a self-assessment form, how to conduct and follow up an
appraisal meeting, and more.
What kinds of performance appraisal are there?
Although all performance appraisals will have you assessing how your employees are doing in
some way, there are numerous ways of conducting them, each with their own benefits and
drawbacks.
Some popular options include:

2. 1. Line manager appraisals: This is the most commonly-used method in which employees
are simply reviewed by their immediate superiors. However, it is vulnerable to bias, and a
poorly trained line manager can cause inconsistency and unfairness within the process.
2. Ratings scale appraisals: This may remove some of the bias inherent in the line manager
approach. This method will see you develop an in-depth ratings system which line
managers (or anyone else) can use to record an employee’s performance in a more
objective way.
3. Bottom-up appraisals: A more thorough approach, a bottom-up appraisal will have a
person’s colleagues rating them alongside input from a line manager. You may find it
strikes a good balance between appraisals conducted by line managers and 360-degree
appraisals in terms of labour intensity.
4. 360-degree appraisals: This is the most comprehensive approach, taking in feedback from
sources such as customers, colleagues, superiors and suppliers. However, it is extremely
labour- and time- intensive.
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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 Performance appraisal questionnaire (pdf
download)
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• 11 performance appraisal methods
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