This document provides information about employee performance appraisal comments samples, including various methods, tips, forms, and phrases. It discusses the goals and importance of performance appraisals for improving productivity, making personnel decisions, assessing employee performance against job goals, and developing plans for improvement. The document also outlines and describes six common performance appraisal methods: ranking, rating scales, checklist, critical incidents, essay, and behaviorally anchored rating scales. Finally, it lists additional related topics for performance appraisals.

1. Employee performance appraisal comments sample
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I. Contents of getting employee performance appraisal comments sample
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An employee performance appraisal is a process—often combining both written and oral
elements—whereby management evaluates and provides feedback on employee job
performance, including steps to improve or redirect activities as needed. Documenting
performance provides a basis for pay increases and promotions. Appraisals are also important to
help staff members improve their performance and as an avenue by which they can be rewarded
or recognized for a job well done. In addition, they can serve a host of other functions, providing
a launching point from which companies can clarify and shape responsibilities in accordance
with business trends, clear lines of management-employee communication, and spur re-
examinations of potentially hoary business practices. Yet Joel Myers notes in Memphis Business
Journal that "in many organizations, performance appraisals only occur when management is
building a case to terminate someone. It's no wonder that the result is a mutual dread of the
performance evaluation session—something to be avoided, if at all possible. This is no way to
manage and motivate people. Performance appraisal is supposed to be a developmental
experience for the employee and a 'teaching moment' for the manager."
PERFORMANCE APPRAISAL AND DEVELOPMENT
While the term performance appraisal has meaning for most small business owners, it might be
helpful to consider the goals of an appraisal system. They are as follows:
 To improve the company's productivity

2.  To make informed personnel decisions regarding promotion, job changes, and
termination
 To identify what is required to perform a job (goals and responsibilities of the job)
 To assess an employee's performance against these goals
 To work to improve the employee's performance by naming specific areas for
improvement, developing a plan aimed at improving these areas, supporting the
employee's efforts at improvement via feedback and assistance, and ensuring the
employee's involvement and commitment to improving her performance.
All of these goals can be more easily realized if the employer makes an effort to establish the
performance appraisal process as a dialogue in which the ultimate purpose is the betterment of
all parties. To create and maintain this framework, employers need to inform workers of their
value, praise them for their accomplishments, establish a track record of fair and honest
feedback, be consistent in their treatment of all employees, and canvas workers for their own
insights into the company's processes and operations.
A small business with few employees or one that is just starting to appraise its staff may choose
to use a pre-packaged appraisal system, consisting of either printed forms or software. Software
packages can be customized either by using a firm's existing appraisal methods or by selecting
elements from a list of attributes that describe successful employee's work habits such as
effective communication, timeliness, and ability to perform work requested. Eventually,
however, many companies choose to develop their own appraisal form and system in order to
accurately reflect an employee's performance in light of the business's own unique goals and
culture. In developing an appraisal system for a small business, an entrepreneur needs to consider
the following:
 Size of staff
 Employees on an alternative work schedule
 Goals of company and desired employee behaviors to help achieve goals
 Measuring performance/work
 Pay increases and promotions
 Communication of appraisal system and individual performance
 Performance planning
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III. Performance appraisal methods

3. 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

4. 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

5. 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.
III. Other topics related to Employee performance appraisal comments sample
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