Different Types of Performance Evaluations
Once the employer identifies an appropriate performance management system and decides on the job criteria by which to measure employee performance, the next step is to create the appropriate method for performing job reviews.

Whether an organization decides to use performance management software like Staff Files, or decides to create a standard employee evaluation form in Microsoft^® Word, it's necessary to determine which method to implement within an organization.

The following methods are traditionally used when evaluating employee performance. These methods can be used alone, or in combination with one another.

Category Rating Methods Comparative Methods Behavioral/Objective Methods Narrative Methods

The first method most commonly used is the category rating method. Using this method, employers can mark an employee's level of performance in certain categories. Two category rating methods:

Checklist Graphic Rating Scale

A checklist is an employee evaluation form that lists statements or words that are then checked by the employer that accurately describe the employee's performance. The graphic rating scale allows the rater to mark employee performance on a scale. This scale is used in the Staff Files performance management software.

Sample Performance Evaluation from Staff Files Click here to enlarge

Using the graphic rating scale, the evaluator selects the appropriate rating on a scale for the employee.

Although the category rating methods are most popular, there are drawbacks using the checklist and graphic rating scale. Such drawbacks include misinterpretation of certain words between evaluators, and different weights applied to different factors being measured. Employers can minimize misinterpretation by clearly defining the desired results.

Another method used for employee performance evaluations is the comparative method. Employers use comparative methods in job reviews to directly compare employees' performance against one another. This can be done in several ways. The first way is by ranking employees from highest to lowest in regards to their performance on a scale or curve.

The third method of employee review is the behavioral/objective method. The behavioral approach assesses employees' behavior instead of their characteristics. Behavioral rating gives specific examples of job behaviors for certain skills an employer desires of employees, and those examples are aligned with a scale of performance. Management by objectives defines performance goals that employees plan to attain within a given length of time. The objectives determine how employees will meet their goals.

Narrative Methods offer another way to perform employee evaluations. When a manager uses the narrative method he or she documents any critical incidents that have occurred (positive or negative). Writing essays give managers the opportunity to describe the employee's actions rather than rating them.

For samples of the employee review methods mentioned above, click here.

The above methods can be combined to create an organization's employee evaluation form. Once a form is chosen, the review must be executed. Continue on to learn how to execute a successful employee review.

Next: Tips for a Successful Employee Review

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