The next type of evaluation system is a behavior-focused performance appraisal system. This type of evaluation will evaluate what an employee actually does. Common evaluation tools for this kind of evaluation include graphic rating scales, behaviorally anchored rating sales, forced choice rating scales, and mixed standards scales. A graphic rating scale places several employee behaviors on a scale and evaluates where the employee’s performance falls on the sliding scale from excellent to poor. If the employee is performing in a way that is inappropriate manner or in a way that is insufficient to meet the needs of the company, then their scores for each of the desired behaviors will be grouped at the bottom of the scale. If they are performing like an average employee, then their scores should cluster in the center of the scale, and finally if they are performing in an above average manner then their scores will tend to cluster at the top of the scale. This type of rating system will also allow you to easily see what areas the employee excels in and what areas they need to work on.
In a behaviorally anchored rating scale the selected behaviors are listed and the evaluator determines if the employee’s performance is adequate. The results are usually formatted in a pass/fail format.
In the forced-choice rating scale behaviors are listed to the left and there are four or five ratings that can be selected on the right. These ratings usually follow a ranking of performance such as poor, needs work, average, above average, or excellent. It is called forced-choice because the evaluator can only choose from the selections provided and there is no place for them to provide their own interpretations or median ratings.
The final scoring devise is the mixed-standards scale. In this type of evaluation tool there is a forced choice scale and a place for the evaluator to make notes and comments as to why they made the choices that they did.
Result Focused Performance Appraisal System
In a result-focused performance appraisal system the concentration is on quantifiable evidence of what an employee accomplished in their job. This is perhaps the most commonly used tool by managers when they are interested in finding out how much an employee is contributing to the company’s bottom line. To design an evaluation tool for this appraisal system you will want to focus your questions or skill evaluations on (1) the quantity of work accomplished, (2) the quality of work accomplished, (3) attendance, and (4) employee safety. To get this information you will probably need to examine production reports by employee, review safety incident reports, review safety training and evaluations from previous studies, attendance reports, and quality inspection reports if available. You will also probably need to interview the employee’s supervisor, fellow employees, subordinate employees, customers, and the employee being evaluated.