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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.
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.
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.
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
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
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
Advantages of Ranking Method
i. Employees are ranked according to their performance
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
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
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.