design a performance appraisal instrument that is based on objectively gathered data from a job analysis. You should pay attention to how well the job analysis information is represented in your performance appraisal in terms of the accuracy of the task behavior or the skill/competency description, as well as in the weighting and ranking of the tasks (i.e., the more important the tasks or behaviors in the job analysis information, the more important the performance of them in the job). Also consider the Harvard Business Review article by Kenny when determining the method of evaluation.

1. Read and analyze above the job analysis information on the receptionist position.

2. Decide on the format and the scoring of the appraisal form.

Type of performance appraisal. You will need to decide on whether you want a graphic rating, a behaviorally anchored rating scale (BARS), an outcome-based appraisal, or a combination of the three. Your decision should reflect the type of job being appraised and whether it is possible to observe behavior or only outcomes.

Scoring for each dimension. There should be a similar format for all dimensions, although it is possible to have different scoring for each dimension.

Weighting of each dimension. Not all aspects of a person's job are equally important. You will need to decide on whether you want to weight the scores. If so, remember that the weightings should total 100 percent. Check the job analysis information when you've finished to ensure that the major KSA's are covered. (An example of an employee performance review dimension is included at the end of the performance appraisal - job analysis assignment document).

Job Analysis-based Performance Appraisal Physical Demands Do the major functions of the job require any of the following? Oecasionally =133% Frequently =3466% Continuously =67100% Job Analysis-based Performance Appraisal What access is there to the work area? Stairs? Elevator? What floor is it on? 15T Are there any conditions that are not standard to an office environment? Example of an Employee Performance Review Dimension The following is an example of what one performance appraisal dimension, "Communication and interpersonal skills," could look like. Instructions: Carefully evaluate employee's work performance in relation to the essential functions of the job. Check the box that most closely indicates the employee's performance over the entire appraisal period. Do not base your judgment solely on isolated or recent incidents. The ratings should reflect the standards that are acceptable for the position. Please provide support for your ratings in the area indicated. Use additional sheets if necessary. Job Analysis-based Performance Appraisal COMMUNICATION/INTERPERSONAL SKILLS: The extent to which the job requires employees to explain, describe, persuade, negotiate and generally convey intended meanings and information to others. Both the media to be used and the type of message or information to be conveyed should be considered when assigning degree ratings. Job Analysis-based Performance Appraisal Physical Demands Do the major functions of the job require any of the following? Oecasionally =133% Frequently =3466% Continuously =67100% Job Analysis-based Performance Appraisal What access is there to the work area? Stairs? Elevator? What floor is it on? 15T Are there any conditions that are not standard to an office environment? Example of an Employee Performance Review Dimension The following is an example of what one performance appraisal dimension, "Communication and interpersonal skills," could look like. Instructions: Carefully evaluate employee's work performance in relation to the essential functions of the job. Check the box that most closely indicates the employee's performance over the entire appraisal period. Do not base your judgment solely on isolated or recent incidents. The ratings should reflect the standards that are acceptable for the position. Please provide support for your ratings in the area indicated. Use additional sheets if necessary. Job Analysis-based Performance Appraisal COMMUNICATION/INTERPERSONAL SKILLS: The extent to which the job requires employees to explain, describe, persuade, negotiate and generally convey intended meanings and information to others. Both the media to be used and the type of message or information to be conveyed should be considered when assigning degree ratings