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1. How to fill performance appraisal form
In this file, you can ref useful information about how to fill performance appraisal form such as
how to fill performance appraisal form methods, how to fill performance appraisal form tips,
how to fill performance appraisal form forms, how to fill performance appraisal form phrases …
If you need more assistant for how to fill performance appraisal form, 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 how to fill performance appraisal form
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Evaluating employee performance is a common practice in many organizations. Some
organizations ask you to participate in the evaluation by having you complete a self-evaluation
form prior to your review. Use this self-evaluation as an opportunity to showcase your
accomplishments, talk with your manager about your performance and prepare for advancement.
Step 1
Read over the form and make a copy before you begin. Make note of the type of information the
evaluation form mentions, such as your feelings about management, your performance quality,
the type of client you serve and your skills. Do not fill out the form immediately, but reflect on
your performance and your areas of influence.
Step 2
Get a piece of paper and write down the following sections: Achievements, goals, completed
tasks, compliments, challenges, training experiences, overall satisfaction, career advancement
and job knowledge. List the answers to the implied questions under each section. Write down
recognition you received, training seminars you attended, career goals and increased job
responsibilities. Even if the form does not explicitly break down into these sections, you can use
your own list to ensure that you do not miss listing achievements.
Step 3

2. Use the copy of the form and begin filling out the requested information. Find a time when you
will not be interrupted. Fill out the easily measurable sections first, such as questions about
attendance, timely work completion and quality of work. Be accurate when answering all
questions.
Step 4
Move onto the sections that ask about subjective measures, such as customer service skills,
important achievements, goals for the upcoming year and the most challenging aspect of your
job. Use your list and answer the questions. Be specific when filling out the self-evaluation form
because this is your opportunity to share your feelings about your job performance with your
supervisor.
Step 5
Rate yourself using the rating system of your specific form. Numerical ratings do not offer
flexibility, but a space below each rating box is often available to write comments. Use the box
to explain your rationale for your rating. Use positive words about yourself and be honest but
generous when assigning yourself an overall performance score.
Step 6
Write a summary of your work experience in the final comment area or attach a separate sheet.
Include your assessment of your relationship with other employees and customers within the
organization, if not covered under another section. Request additional training opportunities and
outline your ideas for improving your job performance and potential advancement within the
company. Copy your completed draft onto the original appraisal form. Review your appraisal
before turning it in to ensure that the appraisal is mistake-free and clear, recommends Northern
Arizona University's human resources webpage.
Warnings
 Stay calm and positive throughout the appraisal process.
 If you disagree with your manager's assessment of your performance, put your concerns
in writing.
Tips
 Write using a business tone to maintain your level of professionalism.
 Be detailed when chronicling your growth as an employee.
 Offer suggestions on how your manager can help you achieve your goals.
 If you took on new responsibility, include statistics and results.
 Be prepared to discuss how you can further contribute to the organization.

3.  Discuss how well you relate to your co-workers and other managers.
 Have a list of improvements and suggestions for the organization.
==================
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.
2. Rating Scale

4. 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
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. 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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