In this file, you can ref useful information about format of performance appraisal such as format of performance appraisal methods, format of performance appraisal tips, format of performance appraisal forms, format of performance appraisal phrases … If you need more assistant for format of performance appraisal, please leave your comment at the end of file.

1. Format of performance appraisal
In this file, you can ref useful information about format of performance appraisal such as format
of performance appraisal methods, format of performance appraisal tips, format of performance
appraisal forms, format of performance appraisal phrases … If you need more assistant for
format of 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 format of performance appraisal
==================
Having read my blog ‘Writing Performance Appraisal Forms’ a Learning and Development
Manager contacted me recently to ask if I would review her self – appraisal form. She had been
asked by her manager to fill in the performance appraisal form in preparation for the meeting and
wanted my opinion on what she had written. No problem!
To set the performance appraisal in context, she had had a very difficult year. She had found her
previous manager almost impossible to work with and had struggled to meet some of her
objectives. Unfortunately what this resulted in was a number of comments that, in my view, were
less than helpful. Here’s the advice I gave her
Performance Appraisal Form Tip 1: Cut out the complaints
The performance appraisal form is not the place to lay the blame for all that has not gone well
over the past year. Of course things may have happened that have prevented you meeting your
objectives and these may have been beyond your control (in other words, someone else’s fault!).
You may well be asked to outline any challenges you faced in meeting (or not meeting) your
objectives. My point is the appraisal form is not the place to be recording these challenges with
statements like ‘my previous manager failed to support me in meeting this objective’ or ‘due to
poor decisions made by management I was unable to meet this target’. By all means be prepared
to write (objectively) about these issues on the form but please leave out the ‘naming and
blaming’
Performance Appraisal Form Tip 2: Forget the flattery

2. It’s great that your new manager is a huge improvement on the previous manager. It’s super that
she’s supportive, encouraging and a good coach. This is all excellent feedback to give in the
appraisal meeting. But your appraisal form is not the place to be waxing lyrical about your
current manager’s skills. This is your appraisal form, not hers
Performance Appraisal Tip Form 3: Forgo the feelings
OK, this might be me being a little ‘British’ but I’m not convinced that sharing, in some depth,
how you feel on the appraisal form is what we might consider professional or appropriate. Your
manager may well be interested in knowing how happy / unhappy / disappointed / elated /
relieved you feel but recording these feelings on the form just makes you look a little, err, odd
==================
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.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.

3. 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.

5. III. Other topics related to Format of 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
• 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