PERFO

RMANCE EVA

LUAT

ION

METHODS

Prese

nted B

y: E

mily

Bet

h Woo

d

WHY EVALUATE PERFORMANCE?

To determine the most reliable and accurate assessment of it

To acknowledge employees’ strengths and weaknesses

To provide feedback into how employees should improve

Employees write their own reviews

Opportunity for self-exploration

Employees decide how helpful they will make their review

Some bias, less likely to give themselves a negative review

SELF-EVALUATION

Supervisors evaluate subordinates

Tendency to contain the most criticism

Tendency to contain more negative feedback than positive feedback

Can be influenced by outside factors other than performance

SUPERVISOR-EVALUATION

PEER-EVALUATION

Co-workers evaluate co-workers on the same level

Teammates can give accurate feedback about areas that need improvement

Tendency towards giving more positive feedback

Can be influenced by outside factors other than job performance

Combination of previously listed methods

Evaluate employees for each role that they play within organization

Tend to be more accurate as compared to other types

More time-consuming and costly compared to other types

360-DEGREE REVIEWS

Evaluating employees by comparing them to their co-workers

Can be discouraging for under-performers

Little motivation for over-performers

Employees may work toward own goals instead of goals of organization

PERFORMANCE RANKING

MANAGEMENT BY OBJECTIVES

More frequent reviewsCompared to previous

performanceMore clearly defined goalsEveryone is motivated to

improveMay open lines of

communication

Adds quantification to evaluation

May help clarify the degree to which someone needs to improve

Does not contain qualification measure

RATING SCALES

One performance evaluation method is not going to fit every situation

May need a combination of more than one type to get accurate results

Inaccurate evaluations can be counter-productive

UTILIZATION