A performance appraisal evaluates employees on factors like job knowledge, competence, productivity, quality of work, problem solving, communication, and initiative. Employees are rated in categories like outstanding, excellent, acceptable, marginal, or deficient. The appraisal comments on improvements, goals, and employee potential. It provides an overall summary of the employee's effectiveness. Performance reviews also include developing plans for professional growth, evaluating strengths and weaknesses, assessing specific job requirements, and setting goals for improvement. The appraisal has an employee feedback section where they can discuss accomplishments, weaknesses, areas for improvement, and concerns.

1. Performance appraisal comment
A performance appraisal carried out for professional and administrative personnel and
a confidential employee performance appraisal contains the names and job titles of
employees and the department for which they work. It also states the names of the
appraisers and their job titles. Performance appraisal sheets are normally divided into
three main topics that are, evaluation or job performance area, ratings, and comments.
The evaluation area comprises of various factors. These factors include job
knowledge, professional competence, and managerial ability. Apart from these,
productivity, quality of work, problem solving ability, communication, and initiative
are also areas that need evaluation. Factors such as attitude and cooperation, personal
leadership, adaptability, and self-improvement also cannot be ignored while
evaluation.
Based on the appraisals, professional and administrative personnel can be rated as
outstanding, excellent, acceptable, marginal, or deficient. The comments section
contains improvements, suggestions, goals to be achieved, potential of employees,
etc. Performance appraisals show the overall effectiveness of employees in their job
performance, that is, it is a summary of all comments. Plans for professional growth is
a section that supervisors and employees should develop cooperatively. This section
includes additional responsibilities, management opportunities, special courses,
committee assignments, etc. While evaluation, it is advisable to give examples of
strengths and weaknesses of the employees as and when possible.
Confidential employee performance appraisals also contain other job requirements
such as focusing on specific needs of business or needs for individual improvement,
public contact, ability to stay within cost guidelines, etc. They also give a
performance summary, which shows the employee's outstanding and strongest points,
employee's shortcomings and weaknesses, and specific accomplishments and changes
since last performance review. They also help in deciding goals for improvement, that
is how the employee can be more effective and what additional training can be
helpful.
Performance appraisals also have an employee feedback section. This section contains
the employee's most important accomplishments on the job, weakest job performance
areas, areas in need of improvement, and other work concerns they would like to
discuss. It also provides the date scheduled for the next review and the areas targeted
for improvement.
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