example of performance appraisal

1. Example of performance appraisal
Performance appraisals of individuals, groups, and organizations are a universal practice
in all societies. Performance appraisal is a process of evaluating the behavior of
employees in an office, usually including both qualitative, and quantitative aspects of job
performance. Performance indicates how efficiently a person is fulfilling the job
demands.
An appraiser may be any individual who observes the worker while performing a job.
The appraiser is expected to have complete knowledge of the job content, the contents to
be appraised, and standards of the contents. The appraiser has to make reports and
judgments without being partial. Supervisors, peers, and subordinates are usually the
appraisers. In many cases, the employees themselves, users of service, and consultants
also perform the appraisals. There may be some managers who do not want to write about
the bad performance of an employee. Hence, when writing a performance appraisal, it has
to be made sure it does not lack objectivity because if it does, it will have more personal
than professional views, which can prove to be detrimental for the employee. Moreover,
appraisals alone should not be made the central point because then there is a risk of
creating tension and anxiety among employees. In simple words, there should be no
surprises in an appraisal.
A well-written appraisal is in fact, a synopsis of what has been happening in the
organization on a continuous basis. A good appraisal when written needs to be fair,
objective, and two-way. Performance appraisal also has to realistic, clear, continuous, and
specific. A good performance appraisal does not compare employees with each other
because it can damage their morale and create competition among employees and they
may not be able to function as a team. Performance appraisals should have an element of
improvement and not blame in them, as appraisals are meant to improve performance.
The content of performance appraisals vary depending on an employee's position in the
organization. All employees and jobs are assessed keeping in mind their individual
caliber and job profile.
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