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Confidential report in performance appraisal
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I. Contents of getting confidential report in performance appraisal
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Performance appraisals are a way to provide feedback on an employee's performance to both the
employee and the management of the organization. The benefits to the organization are that it
can base major decisions like promotions, terminations, transfers, wage hikes and training needs
on this information. The employees get an opportunity to find flaws in performance and rectify
them. The basic aim of any appraisal system is to have a smooth and open flow of
communication within the organization. Each has its relative merits and demerits.
Confidential Reports
This technique of appraisal is an individual form and is perhaps the oldest method. Prepared by
the employee's senior in a confidential manner, the employee's highs and lows in performance
during the past year are evaluated. As this information is kept secret and confidential, the
employee is not given a chance to improve upon his performance as he is not notified of the
shortcomings in performance.
Critical Incident Technique
This, too, is a type of appraisal for the employee alone. Here, the employee's best and worst
incidents of behavior are analyzed annually. These events are the ones that are the most critical
in appraising the employee.
Checklist Technique

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This is an individual person appraisal form. The superior is given a checklist to mark answers as
"Yes" or "No." Typical questions are on the performance and behavior of the employee. The
inherent flaw here is that this method allows no scope for subjectivity.
Management by Objectives
The superior here examines measurable and tangible goals at the end of the year. This appraisal
form is a multiple person form and measurement of performance of any employee is against her
peers. At the beginning of the year, the superior lets his team know of key result areas and results
expected. After which, the work is delegated and definition of the authorities and responsibilities
takes place.
Paired Comparison
All the employees working in a team are compared against one another. The analysis of their
performance is then ranked. The rankings could be either in ascending or descending order of
performance.
360 Degree
All the persons who interact with any employee during the course of her work are taken as
stakeholders in this method. The stakeholders comprise of the immediate boss, the immediate
subordinates, top management and all the people with whom the employee interacts for work.
All these people provide feedback on her work and working style. The feedback thus obtained
helps the employee improve her performance.
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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

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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
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

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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
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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