What is required from supervisors using a forced distribution appraisal method?

The forced distribution appraisal method specifically requires supervisors to assign a fixed proportion of their subordinates into predefined performance categories. This means that regardless of how all employees might perform, the supervisor must categorize a certain percentage of them as top performers, average performers, and low performers. This method is designed to create a distribution curve, often resembling a bell curve, which can highlight the differences in performance levels among employees.

This approach discourages ratings that bunch too many employees together in a single category and encourages a differentiation in performance levels, even in teams where many members may perform similarly well. By mandating a certain distribution, it aims to mitigate bias and promote a standardized evaluation process across the organization, ensuring that performance ratings are not overly lenient or that everyone is not evaluated as average.