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1. Evaluation of performance appraisal system
In this file, you can ref useful information about evaluation of performance appraisal system
such as evaluation of performance appraisal system methods, evaluation of performance
appraisal system tips, evaluation of performance appraisal system forms, evaluation of
performance appraisal system phrases … If you need more assistant for evaluation of
performance appraisal system, please leave your comment at the end of file.
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• performanceappraisal123.com/1125-free-performance-review-phrases
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I. Contents of getting evaluation of performance appraisal system
==================
We are pleased to announce the design and issuance of a model Senior Executive Service (SES)
performance appraisal system. Drawing from leading practices in Federal agencies and the
private sector, working groups of agency representatives – including SES members – developed
this system to meet the SES performance management needs of Executive Branch agencies and
their SES employees.
Under the new system (attached), agencies will be able to rely upon a more consistent and
uniform framework to communicate expectations and evaluate the performance of SES
members. This system focuses, in particular, on the role and responsibility of SES employees to
achieve results through effective executive leadership. The system will provide agencies with a
standardized approach to managing the performance of SES members – furthering Congress’
original vision, in enacting the Civil Service Reform Act of 1978, of an executive cadre that can
readily move into different assignments as needed by the Government. In addition to promoting
greater consistency, the new system will promote greater clarity, transferability, and equity in the
development of performance standards, the delivery of feedback, the derivation of ratings, and
the link to compensation. The new system will also provide the necessary flexibility and
capability for appropriate customization to better meet the needs of all agencies and other
Federal organizations (e.g., offices of Inspectors General). With regard to implementation,
agencies and other Federal organizations will have the opportunity to transition to this new
system template as their current system certifications naturally expire, or sooner if an agency
prefers.

2. To support agency implementation of the new SES appraisal system, OPM is currently
coordinating additional interagency workgroups to develop strategies and solutions for
implementation, communication, and training, as well as to improve the SES performance
appraisal system certification process. OPM staff will soon be scheduling meetings with agency
Executive Resources staff to share products and tools developed by these additional interagency
workgroups, and to provide guidance and support on implementation of the new system.
==================
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
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

3. 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 Evaluation of performance appraisal system (pdf
download)
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