Cpc incidents

Performance Appraisal Methods:

Traditional methods

-Rating/raking method: it is the oldest oneand the simplest method of appraisal, an employee is compared with all others

-Forced choice method: it contains a series of groups of statements positive and negative, and the rater rates how effectively a statement describes an employee

-Forced distribution method: the rater distributes employees on all points of the scale, based on opinion

-Critical incidents method: it is focused on appraising workers who can perform their jobs effectively in critical situations

-Grading method: it typically uses three categories: outstanding, satisfactory and unsatisfactory ; the employee is evaluated according to the grade that best describes his performance

-Paired comparison: each employee is compared with other employees one on one bases

-Graphic rating scale method: also known a linear scale, it evaluates traits such as quality and reliability and a range of job performance characteristics from unsatisfactory to outstanding

-Essay method:the rater writes a narrative description on an employee’s strengths, weaknesses, past performance, potential and suggestions for improvement

-Field review method:a training officer from the personal department interviews line supervisors to evaluate their respective subordinates, the supervisor gives his opinions about the lever of performance of his subordinate.

-Confidential method: it is common in government offices; the supervisor writes a report about the employee’s strengths, weaknesses , intelligence, character, discipline.

-Checklist: statements of traits of employee in the form of YES or NO based questions; each question carries a weight-age relationship to their importance