By Gary B. Brumback - In one author’s opinion, an appraisal done in a question-and-answer format beats a ranking and ratings system hands down. (Added: 13-Aug-2005 Hits: 984 )

By na - In recent years there has been a shift away from the traditional employee rating system -- which places emphasis on the use of such ratings for administrative actions -- to service ratings, which serve as a basis for counseling employees regarding the improvement of their performance on the job. For example, many personnel authorities believe that disciplinary matters should be treated in terms of the specific causes rather than in terms of a general service rating program. The %u201Cnew look%u201D in employee ratings emphasizes the use of performance evaluation as an opportunity for the supervisor to give the employee a better understanding of the job and what is expected of the employee. The %u201Cnew look%u201D likewise provides an opportunity for the employee to give input into the scope and sequence of the tasks performed. (Added: 8-Aug-2005 Hits: 462 )

By David J. Woehr, - The evaluation of individual work performance has long posed a perplexing dilemma to researchers and practitioners alike. There is little debate that more often than not, the most complete, readily available, and efficient measure of an individual's performance involves ratings of that performance by another individual. The thrust of the dilemma, then, is how to reduce the subjectivity inherent in performance ratings. Due in large part to a strong psychometric emphasis, the development of "better" rating scale formats has received a great deal of attention as an approach to resolving this dilemma. (Added: 11-Feb-2005 Hits: 703 )