Different types of performance appraisals include weighted checklist, management by objectives, critical incident rating, and 360 degree performance review. Choosing the right type is crucial in motivating individuals being assessed.
There are several different types of performance appraisals that can be used to assess and assess the performance levels of employees, managers, contractors, vendors, and any other type of professional relationship. Choosing the right type of assessment can be a critical factor in motivating or aggravating the individuals being assessed. Some of the different types of performance review include weighted checklist, management by objectives, critical incident rating, and 360 degree performance review. An assessment or appraisal is essentially the process of judging a person’s work, behavior, competence to perform, and contribution to helping an organization or company achieve certain goals. Most people evaluated take the evaluation very seriously, and some even take it personally. As you consider these different types of performance reviews, keep this in mind.
The weighted checklist method of performance appraisal consists of a collection of statements or list of employee performance criteria applicable to specific duties or behaviors related to a specific job or position. Each list item is assigned a number from one to seven, with seven representing the highest rating. This information is divided into two columns and a number is assigned to each list item for the employee being evaluated. The number placed in column one represents the overall perceived importance of the item listed, while the second number in column two represents an employee’s performance on that performance item.
The use of a mutually created, tangible, quantifiable and verifiable set of goals to evaluate employee performance is the aim of the management by objectives (MBO) evaluation method. The intent of this assessment method is to encourage managers and employees to work together to set attainable goals or benchmarks, which allows employees to have more control over their job responsibilities and behaviors. This method focuses more on achieving the goal and less on how that goal is achieved. MBO allows managers to get the most out of employees simply by focusing on achievable goals. It gives the employee more creative freedom to make their own decisions about individual job performance.
The critical incident assessment method uses a list of effective and ineffective behaviors or work-related tasks and is usually prepared by the manager or supervisor. A manager will maintain a log for each individual employee that records specific critical incidents or events that represent superior or inferior employee behavior at work. When the time comes for employee reviews, the manager will use this recorded information to evaluate an employee’s performance over the past year. Disadvantages of this method include an excessive amount of attention to negative incidents and the additional time required by close supervision to keep a record of incidents.
360-degree performance reviews involve a process whereby employees can provide anonymous feedback to managers, peers, and co-workers while receiving anonymous feedback from anyone in the company or organization. Types of performance appraisals of this type usually involve anonymous appraisals by eight to 10 people and can be as simple as filling out an appraisal form or providing a more complete written description of an employee’s appraisal. Employees will also do a self-assessment. This assessment offers an effective method of determining employee performance because it is anonymous and provides a complete indication of an employee’s strengths and weaknesses. Of all the types of performance appraisals, this one is perhaps the most useful and accurate.
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