The document provides tips for delivering effective performance appraisals in several areas: 1) When writing the appraisal, provide specific examples of accomplishments rather than generic phrases. Examples should include details like completing a project faster than expected or saving a percentage on a new contract. 2) Spend time thinking about and preparing the appraisal by reviewing performance over the entire year, not just the last few months, and considering an employee's special talents. 3) Rate employees honestly, as inflated ratings devalue the system, and be prepared to explain ratings and help employees improve areas to achieve a higher rating.

1. Delivering an Effective
Performance Appraisal

2. Provide Examples
 When writing the Performance Appraisal, try to stay away from generic
phrases such as:
 Does a good job
 Always tries his/her best
 DO provide specific examples such as:
 Completed the XYZ project 20% faster than expected
 Saved the company over 12% by contracting with the new vendor

3. Be Thoughtful
 Spend the necessary time to think about and prepare the appraisal
 It is common to think about performance over the last 3 months, but spend the
time to go back through the year and reference accomplishments from the
beginning of the period
 Think about what makes this employee stand out
 What special talents or knowledge does this employee have

4. Rating
 Not everyone is a star
 Although many managers have difficulty giving less than glowing reviews, it is
important that you rate your subordinates honestly
 Giving everyone a 5 is the same as giving everyone a 3. It devalues the meaning of
outstanding.
 Realize and help your subordinates realize that a 3 is satisfactory performance
 Be ready to explain how they need to improve to move to a 4 or 5 rating

5. Poor Ratings
 Be honest when delivering ratings that are poor
 DO have examples ready and be willing to discuss
 DON’T back down from your statements or try to sugar coat them
 DON’T offer to change the review
 DO have an action plan ready to discuss to help the employee to improve

6. Provide a Copy
 It is best to provide each subordinate with a copy of the Performance
appraisal prior to the face to face meeting
 This gives them a chance to:
 process the information
 formulate any questions they may have
 Absorb the information and think about it before they react, especially if there is some
negative feedback that needs to be delivered

7. Meeting with the Employee
 DO provide a summary- whether at the beginning or at the end
 DO review each point and ask if there are any questions
 DO encourage an open dialogue
 DO schedule uninterrupted time where you are not multi-tasking and taking
phone calls
 DO talk about growth opportunities and goals they may have for themselves

8. Conclusion
 Done correctly, the performance appraisal can open the door to better
communication year round between you and your team!