performance appraisal methods

In this article, we will discuss performance appraisal methods, including comparison methods, absolute methods, metrics-based methods, business results-based methods and 360-degree performance appraisal method.

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At the outset, let us emphasize the considerations to be taken into account in the performance appraisal process:

1. 1.Performance appraisal must emphasize the achievement of the individual in the job he holds and his merit in achieving the objectives of the institution.
2. 2.Performance evaluation should focus on the function of the individual and not the resident’s impression of the habits or nature of the individual.
3. The evaluation shall be accepted by the resident and the individual being evaluated.
4. 4. Performance appraisal should serve as a basis for improving an individual’s productivity through better qualification and development.
5. On the basis of the results of this evaluation, reform and evaluation of the work in the unit, department or general administration related to the subject of the service or product.

The most important methods of evaluation are:

First: methods of comparison. These methods are based on an overall comparison of the individual’s performance with the rest of the staff and their regularization according to the comparison results, including the following.

1-Simple staff arrangement method. Staff are ranked in sequence based on their overall performance compared to those holding a similar function in the Organization and performing the same functions and duties.

2-The method of reciprocal or alternating arrangement. Here is the distinction between the best performance compared to the worst performance,..

A list of the Organization’s staff members to be evaluated is drawn up, the best performers are selected, placed first, the worst performers are selected, placed at the bottom of the list, and the hatred is restored again.

3-Matrimonial comparison method. It is also a modified method of simple arrangement and sometimes called binary comparison or mating method, where each employee is compared with employees in the same position as a single group and by comparing the overall performance of the employee with the performance of individual members of the group and bilaterally.

Each one of them is given a preference and the evaluator then moves to the second staff member in the group and his or her performance is compared with that of the individual members of the group so that the group ends and the final evaluation of the staff member is determined based on the number of times he or she has obtained a preference within the group.

4-Compulsory distribution method. The distribution of staff is based on the natural curve of moderate distribution, which is usually concentrated at the middle, while at the ends it is few and less the more I move away from the middle, the distribution is usually 50% in the middle and it is a good performance and 15% at the right and left ends it is a very good performance.

Satisfactory performance, respectively, represents 10% at maximum high performance and low performance of staff in general. The evaluator (supervisor) is obliged to compulsorily distribute staff on the curve to align the normal distribution curve ratios.