The document provides information on performance appraisal examples, including methods, tips, and suggested phrases for completing self-assessments. It emphasizes the importance of honest evaluations while highlighting strengths and areas for improvement, as well as various appraisal methods like ranking, rating scales, and critical incidents. The text also lists additional resources related to performance appraisals.

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I. Contents of getting completed performance appraisal examples
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Self assessments are a popular part of many employee performance appraisals, but it's often
difficult to find the right words to describe your performance. Try using some of these tips and
suggested phrases for a positive outcome.
The Performance Appraisal
Suggested Phrases to Use When Writing a Self-Evaulation A self assessment can be difficult
for employees who wish to be honest, but do not want to shoot themselves in the foot career-
wise. There's no use pretending your performance is perfect if you know there are areas you need
to work on. Instead it's best to find a balanced approach, that is truthful both about your strength
and shortcomings. You also need to be careful not to write anything in the evaluation that that
could be interpreted as unethical or illegal.
The suggested phrases listed here should help you strike the appropriate balance and give you
a jumping point for continuing your self-assessment on your own.
Change Management
When completing a self assessment as part of the performance appraisal process, you should
use phrases to convey whether or not you have met the requirements of their job. Often, either
stated or implied, employees are expected to manage change well, so this is something that
should be highlighted on the assessment.

2. Some examples of phrases for writing a self assessment evaluation of the way an employee
deals with change may include:
 "React well when presented with stressful circumstances." (Complies with or exceeds job
requirements)
 "Experience difficulty in adapting to changes. (List specific examples where resistance to
change was noticeable)
 "Need to learn to adapt better to unexpected changes by preparing contingencies."
(Suggested goal and how to achieve it)
Employers value employees with the ability to adjust to fluid conditions, so the self
assessment should include specific examples of how you have successfully managed change in
the recent past. Also, those who have had difficulty with managing change in the past can
mitigate potentially adverse effects of that admission by presenting a clear, concise goal for
handling change better going forward.
See the complete Bright Hub Guide to Setting Effective Career Goals »
Attendance
You also may be called upon to provide feedback concerning attendance. Those with a stellar
attendance record can highlight it here, while those who have had issues with promptness and
reliability can offer reassurances that improvement is on the way. Here are some phrases that can
help.
 "Satisfies all company and department conduct and attendance requirements." (Meets
attendance guidelines)
 "Fails to comply with company expectations for attendance and promptness." (Needs to
improve attendance performance)
 "Will be in the office and working by the designated starting time." (State a goal and how
the goal should be met)
Again, you should write specific positive or negative examples to substantiate their evaluation.
Be sure not to be wordy or provide too much information.
Communication
Many companies are beginning to realize the importance of communications within the team.
Self assessments often ask employees to rate their communication skills and efforts. You should
clearly, but briefly, state your thoughts on the issue in an appropriate manner. Resist the
temptation to highlight the failures of management or team communication and focus on
personal communication on the job and what will be done to promote good communication in
the future.

3. Here are just a few phrases that might work in these situations.
 "Consistently conveys open-mindedness and respectfully considers differing opinions."
(Meets requirements)
 "Hesitates to report negative results and situations to management." (Needs to improve)
 "Plans to improve communication by readily reporting all relevant information."
(Improvement goal)
As with other sections of the self assessment, you should always include goals for
improvement to show a desire to become a greater asset to the organization.
I hope these suggested phrase have illustrated some ways in which you can concisely express
your opinions. Remember that all statements should be based on fact and supported by specific
examples.
Honest recognition of areas that require improvement help convey honesty and trust to
managers who may suspect self assessments that are too rosy. Negative points, should be
carefully written and balanced with a brief plan for improvement to avoid them becoming
reasons to deny pay raises or promotions.
Clearly stated goals or expectations accompanied by a specific method for achieving them
provide the feedback and guidance necessary to encourage future, measurable development.
It may be a good idea to compile your own comprehensive list of phrases patterned after the
ones listed here to help build open communication and a team environment while protecting
yourself from unnecessary legal, ethical, and career complications.
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III. Performance appraisal methods

4. 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
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

5. 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

6. 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.
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