Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
Example performance appraisal
In this file, you can ref useful information about example performance appraisal such as exa...
Social Skills
Performing one's duties is only part of the job. Some employees are technical whizzes but they
can't get alo...
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is comp...
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Her...
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall ...
• performance appraisal questionnaire
• performance appraisal software
• performance appraisal tools
• performance apprais...
Upcoming SlideShare
Loading in …5
×

Example performance appraisal

289 views

Published on

In this file, you can ref useful information about example performance appraisal such as example performance appraisal rates, small example performance appraisal

Published in: Education
  • Be the first to comment

  • Be the first to like this

Example performance appraisal

  1. 1. Example performance appraisal In this file, you can ref useful information about example performance appraisal such as example performance appraisal rates, small example performance appraisal, example performance appraisal calculator … If you need more assistant for example performance appraisal, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal I. Contents of getting example performance appraisal ================== Just as every kid wants to make the soccer team, every employee wants to receive a stellar performance appraisal. But if you rate every member of your team as a water-walker, managers who use the appraisal to decide promotions, raises or high-profile assignments won't be able to distinguish your truly gifted subordinates from the mediocre or troublesome ones. A useful performance appraisal is an honest assessment of an employee's strengths, weaknesses and capabilities. Job Description Unlike you, most readers of the appraisal won't understand the full scope of your employee's duties. Start the appraisal with a background paragraph that outlines the employee's daily duties and any extra responsibilities, such as serving as back-up for another employee, overseeing a project or participating in a task force. Describe the complexity of the work and state whether the employee does it under close supervision, with minimal guidance or with complete independence. Work Performance Don't overwhelm your audience with a lengthy narrative. Create a separate section for each duty the employee performs and include a rating for each one. You can use a numerical rating – usually on a scale of 1 through 5 – or statements such as “building basic skills,” “fully competent” and “excels”. Avoid giving the employee a perfect score in every area (unless it's truly warranted) because it will detract from the credibility of the review. Include a short paragraph to explain the rating, and provide specific examples of the employee's achievements.
  2. 2. Social Skills Performing one's duties is only part of the job. Some employees are technical whizzes but they can't get along with their co-workers and they drag down the team's performance. To be fair and balanced, you also must rate how well the employee interacts with team members, people in other offices and customers. Provide an example or two to support the rating you give the employee in this area. Further Skill-Building Most managers don't like to include “Areas for Improvement” in an appraisal because it sounds like criticism. It is important, however, to give the employee a path toward professional growth and you can do this in a positive light by using the heading “Further Skill-Building.” Use this section to explain what the employee must do to reach the next level. This may be training, increased responsibility or a greater level of self-dependence. This portion of the appraisal serves as a work plan against which you can measure the employee's performance in the next rating period. Employee Comments Present the appraisal to your employee as a draft that can be changed if appropriate. For example, the employee may remember an achievement that you left out. If, however, you believe that a criticism or a lower rating really is warranted, stick to your guns, but include a section for the employee to add comments. This is where she can state any disagreement with the rating or explain underlying reasons for a less-than-stellar performance. It allows the employee to feel that she got to state her case without compromising the integrity of your assessment. ================== 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
  3. 3. 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 3. Checklist method
  4. 4. 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. 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 Example performance appraisal (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
  6. 6. • 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

×