Traditional Tools for Appraising Performance

Question 1

Competency-based graphic rating scale

Answer 1

• assesses the person’s competencies and skills
• scale might rate how well the employee did with respect to achieving specific profit,
  cost, or efficiency goals

Question 2

• ranking employees from best to worst on a trait

Process:
1. list all subordinates to be rated
2. cross out names of any not known well enough to be ranked
3. indicate the employee who is highest, then the lowest in the performance dimesion
4. choose the next highest and lowest in alternating fashion until all employees have
been ranked

Answer 2

Alternation Ranking Method

Question 3

• for every trait, every employee is compared with every other employee
• uses a chart of all possible pairs of employees for each trait
• choose who the better employee of the pair is for each trait

Answer 3

Paired Comparison Method

Question 4

• similar to grading on a curve
• manager places predetermined percentages of ratees into performance categories (top
  20%, middle 70%, and bottom 10%)

Answer 4

Forced Distribution Method

Question 5

• supervisor keeps a log of positive and negative examples (critical incidents) of a
  subordinate’s work-related behaviors
• these are used as examples in performance appraisal
• makes the supervisor think about the subordinate’s appraisal
  all during the year (not just
  recent performance)

Answer 5

Critical Incident Method

Question 6

supervisor’s narrative assessment helps employee undestand where his or her
performance was good or bad, and how to improve that performance

Answer 6

Narrative Forms

Question 7

anchors a numerical rating scale with specific illustrative examples of good or bad
performanc

Answer 7

Behaviorally Anchored Rating Scales (BARS)

Question 8

multistep company-wide goal-setting and appraisal program

Answer 8

Management by Objectives