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1. Employee performance appraisal sample
In this file, you can ref useful information about employee performance appraisal sample such as
employee performance appraisal sample methods, employee performance appraisal sample tips,
employee performance appraisal sample forms, employee performance appraisal sample phrases
… If you need more assistant for employee performance appraisal sample, please leave your
comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting employee performance appraisal sample
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An employee performance appraisal system is a formal structure by which managers review the
work of the employees they supervise. While employees sometimes get nervous about feedback
on their performance, a good evaluation system is useful in learning the skills and competencies
you need to develop to earn more money or get a job promotion.
Linking of Assessment to Expectations
Effective appraisals link an employee's performance to her job description, expectations and
goals. The appraisal should serve as a way to motivate the employee to improve her
performance. This only works if the employee has clear goals. For example, if a salesperson is
expected to close 20 sales a month, her appraisal should mention this metric. If she met or
exceeded the goal, then the appraisal should note as much. If she fell short, the appraisal should
offer constructive guidance and training options to help her improve her performance.
Objectivity
A good performance appraisal is one that is fair, objective and easy to understand. Formal
evaluations usually include specific evaluation criteria that connect to the job. Supervisors
should be given guidance on how to score each employee's performance, whether it's on a scale
of 1 to 10 or A to F. These criteria promote a fair assessment and allow the employee to more
easily understand what each score means.
Consistent

2. Evaluation systems should be consistent. This means that each employee in a particular
department gets the same basic evaluation criteria. In addition, all employees should be
evaluated over the same time frame, whether it's once a quarter or once a year. Employees also
shouldn't face any major positive or negative surprises if the manager has communicated well
during the evaluation period.
Forward-Looking
Since appraisals should tell employees how to improve their performances, they must have a
forward-looking focus. Supervisors should approach each assessment as an opportunity to
motivate -- not condemn or punish. With high performers, the evaluation is an opportunity for
formal recognition and positive reinforcement. For low-performers, the appraisal is a chance to
improve deficiencies inhibiting progress toward job and career goals.
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals

3. in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method

4. The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.

5. III. Other topics related to Employee performance appraisal sample (pdf
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