The document provides guidance on how to write effective performance appraisals. It discusses putting personal opinions aside and focusing on job responsibilities and quantitative metrics when possible. The employee should provide their highlights and the appraisal should start by praising achievements before constructively addressing areas for improvement. Goals for the next review period should then be set. The document also outlines several common performance appraisal methods like ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales.

1. How to write performance appraisal sample
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I. Contents of getting how to write performance appraisal sample
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Writing performance appraisals is often a dreaded task by managers and supervisors, who tend to
fear offending or alienating those under their supervision by criticising their work. However,
performance appraisals are a necessary part of business life. By putting aside emotions about
your employees and about the appraisal process, you can write good performance appraisals that
will help your employees do their jobs better to earn higher pay and help your company run more
effectively.
Put aside your personal opinions of the employee. You may dislike someone's demeanour or
opinions, but unless those things have something to do with how he performs his job, they are
irrelevant. Taking time to consciously do this will ensure you deliver a fair performance
appraisal, not one that is personally biased.
Look at the employee's job description and compare that to her accomplishments to see if she has
fulfilled all the responsibilities and tasks set out for the job. While it's often not possible,
whenever possible, look for quantitative measures, which are more accurate than qualitative
ones.
Ask the employee to provide you with a list of highlights of his work from the year. This could
include major projects he was involved in, as well as tasks he performed particularly well. After
all, no one knows what the employee has done better than him.
Start the appraisal by stating what the employee has done right. Look back on the entire year or
six months, depending on the time period you are appraising, to find all the achievements that are

2. worthy of praise. One recent failing can taint your view of an employee's overall performance, so
it's important to look back to get a fair overall picture.
Explain, using neutral language that won't alienate your employee, where he fell short of
expectations. Be as specific as possible, citing actual examples to help your employee see what
you see.
Follow the criticism with ideas for improving performance. These should be concrete things that
the employee can do to improve, not vague, hard-to-implement thoughts. Write why you want to
see the employee improve as well. This is an opportunity to show the employee you are thinking
about her best interests. Explain how improvement can lead to advancement and higher pay.
Set goals that you want the employee to have met by the next appraisal based on what you
identified as needing improvement.
End by thanking the employee for his work and stating that the company appreciates him.
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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.

3. 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. 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.

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