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Performance appraisal letter sample

In this file, you can ref useful information about performance appraisal letter sample such as performance appraisal letter sample methods, performance appraisal letter sample tips, performance appraisal letter sample forms, performance appraisal letter sample phrases … If you need more assistant for performance appraisal letter sample, please leave your comment at the end of file.

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Performance appraisal letter sample

  1. 1. Performance appraisal lettersample In this file, you can ref useful information about performance appraisal letter sample such as performance appraisal letter sample methods, performance appraisal letter sample tips, performance appraisal letter sample forms, performance appraisal letter sample phrases … If you need more assistant for performance appraisal letter sample, please leave your comment at the end of file. Other useful material for you: • • • I. Contents of getting performance appraisal letter sample ================== Employee reviews are documents that discuss an employee's performance in the workplace, both as an individual worker and as a team player for the company. The document is a letter that both describes the positive work the employee has done and outlines issues that the employee may need to work on. This letter is typically discussed with the employee during a review interview, after the employee has read it through. Features Employee reviews in letter format should include the title and department of the worker, the name of the evaluator and the position he holds in relation to the employee. The letter should also include the date of the review, the date of the last review and the names of additional individuals participating in the review process. Positive Feedback The review letter should recognize the positive actions and achievements he has accomplished while working with the company. A review focuses on both the positives and negatives, so include any positive appraisal the employee deserves. The positive factors are often presented first in the review letter. For example, thank the employee for working late nights three weeks in a row in order to finish a specific project before a deadline. Address Complaints
  2. 2. The employee review letter should include a list of things that the employee needs to work on or things that have been brought to the administrator's attention from other workers. List the dates of specific incidents related to the complaints, if possible. A written list can help the employee determine how to approach the improvements or changes. For example, the employee may need to cut down her lunch breaks, if they extend beyond the company's allotted time. The employer could suggest eating lunch somewhere close to the office or in the company's cafeteria, if applicable. Suggesting Improvements Since the employee review letter has a list of complaints or areas that need to be addressed, the evaluator should be open to providing advice to an employee to improve performance. The review letter should offer suggestions to help the employee implement changes. For example, if the employee has received several complaints about showing up late for work, the remedy could be that he arrive 15 minutes before everyone else in order to show improvement. ================== 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
  3. 3. of individuals become a difficult issue. iv. There is no systematic procedure for ranking individuals 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. 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. 5. III. Other topics related to Performance appraisal letter sample (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles