2.1 Types of Appraisal

Reasons for Appraisals

- Assess and record employee's performance - Assist staff in reflecting on their performance at work - Praise staff for their good work - Identify barriers hindering employee's performance - Set new targets and goals for improvement - Aid professional development

Disadvantage of Appraisals

- Time consuming - Costly to exercise - Could be subjective - Staff may get offended by comments about areas of weakness - Can create unnecessary anxiety and stress if appraisals are linked to pay

Advantages of Appraisals

- Used to set targets - Allow managers to praise staff - Provide constructive feedback to employees - Gain feedback from staff - Work out levels of pay

Formative Appraisal

A planned and on going process in which appraisal evidence is used by employees to inform them about what to do to improve their work practices.

Summative Appraisal

A written description of an employee's performance at work, which includes personal performances and achievements during the year. It often has recommendations for improvement.

360-Degree Feedback

Involves collecting evidence about the appraisee's job performance from peers, subordinates, line managers or other parties (such as suppliers or customers) who have direct contact with the employee.

Self Appraisal

Involves employees appraising themselves based on predetermined criteria. Appraisees are expected to be honest about their strength and weaknesses. They are also expected to set realistic targets for improvement.

Appraisal

The formal assessment of an employee's performance in fulfilling his/her job based on the tasks and responsibilities set out in their job description.