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There are different types of errors that raters commit:

1. Recency Error - Performance-rating error in which the appraisal is based largely on the employee’s most recent behavior rather than on behavior throughout the appraisal period

2. Contrast Error - Performance-rating error in which an employee’s evaluation is biased
either upward or downward because of comparison with another employee just previously evaluated

3. Similar-to-me error - Performance-rating error in which an appraiser inflates the evaluation of an employee because of a
mutual personal connection

4. Leniency or Strictness Error - Performance-rating error in which the appraiser tends to give employees either unusually high or unusually low ratings

5. Error of Central Tendency - Performance‑rating error in which
all employees are rated about average

6. Halo Effect - A halo effect takes place when one aspect of an individual’s performance influences the evaluation of the entire performance of the individual.

7. Rater Effect - Excessively high or low scores are given only to certain individuals or groups based on the rater’s attitude towards the raitee, not on actual outcomes or behaviors.

8. Perceptual Set - This occurs when the rater’s assessment is influenced by previously held beliefs.

9. Spill Over Effect - This refers to allowing past performance appraisal ratings to unjustifiably influence current ratings.

10. Status Effect - It refers to overrating of employees in higher-level job or jobs held in high esteem, and underrating employees in lower-level job or jobs held in low esteem.