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APPRAISAL

METHODS

1. CRITICAL INCIDENT APPRAISAL


based on key behavior anecdotes illustrating effective or ineffective job
performance.
Advantages:
a. Focused on behavior not on traits
b. Based on a list of critical incidents.

Disadvantages:
a. Time consuming
b. Hard to quantify for comparison basis.

Ex. A police sergeant writing a critical incident about his officer


Brought order to a volatile situation by calmly discussing options with
an armed suspect during a hostage situation, which resulted in all hostages
being released, and the suspect being apprehended without injury to any
individual.
Appraisal
methods
2. CHECKLIST APPRAISAL
the evaluator uses a list of behavioral descriptions and checks off
behaviors that apply to the employee. (usually answerable by yes or no
Advantages:
a. Reduces bias because scorer and rater are different.

Disadvantages:
a. Bias is still present because the rater can usually pick up the positive
and negative connections in each item
b. Costly and time-consuming for numerous job categories.
Appraisal
methods
3. GRAPHIC RATING SCALE APPRAISAL
Rating scales are used to assess factors such as quantity and quality of
work, job knowledge, cooperation, loyalty, dependability, attendance,
honesty etc.
Advantages:
a. Less time-consuming to develop and administer.
b. Quantifiable and more generalized items for comparing different job
categories.

Disadvantages:
a. Too abstract if factors are not clearly defined
or delineated
b. Ambiguity produces bias.
without injury to any individual.
Appraisal
methods
4. FORCED CHOICE APPRAISAL
The rater chooses from two or more statements. Each statement may
be favorable or unfavorable. The appraisers job is to identify in which
statement is most descriptive of the individual being evaluated.
Advantages:
a. Bias is reduced because the appraiser does not know the right
answers.

Disadvantages:
a. Many dislike being forced to make distinctions between similar
sounding statements.
b. Raters are confronted with a system in which they do not know what
represents a good or poor answer. Consequently, they may try to
second guess with their intuitive appraisal.
Students evaluating their college instructor:

Choose one which best describe your instructor

A. Keeps up with the schedule identified in the syllabus


B. Lectures with confidence
C. Keeps interest and attention of class
D. Demonstrates how concepts are practically applied
in todays organizations
E. Allows students the opportunity to learn concepts on
their own.
Appraisal
methods
5. BEHAVIORALLY ANCHORED RATING SCALES
These scales combine major elements from the critical incident and
adjective rating scale approaches. The appraiser rates the employees based
on items along a continuum, but the points are examples of actual behavior
on the given job rather than general descriptions or traits.
Advantages:
a. Specifies definite, observable and measurable job behavior.
b. Dimensions are created rather than from any particular superiority of
behavior over trait anchors.
c. The behavioral scales clarifies to both rater and employee which
behaviors represent good performance.

Disadvantages:
a. Time-consuming to develop
b. Also suffers distortions.

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