This document provides an overview of performance appraisal comments, including methods, tips, and standardized templates to evaluate employee performance. It emphasizes the importance of constructive feedback, setting specific improvement goals, and methods such as ranking, rating scales, and critical incidents. Additionally, it outlines the advantages and disadvantages of various appraisal methods to guide managers in conducting effective performance evaluations.

1. Performance appraisal comments examples
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I. Contents of getting performance appraisal comments examples
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Performance appraisals are helpful for both managers and employees in that they provide honest
assessments about someone's work performance. As a manager, you’re charged with providing
positive feedback for a job well done, while simultaneously pointing out deficiencies and helping
employees set attainable goals and objectives for the coming assessment period.
Use a Template
Appraisals are only effective when a straightforward and consistent approach is taken. To
streamline the employee evaluation process, use a standardized template or format that allows
you to rank key areas of performance on a scale ranging from “needs improvement” to
“exceptional.” This allows you to check off accomplishment levels per category and follow up
with comments of praise or suggestions for improvements. It also helps maintain uniformity in
the way all staffer performances are evaluated.
Use Encouraging Terms
Attempt to start and end each performance evaluation on a positive note. This helps maintain
employee morale and demonstrates that you have a genuine appreciation for the positive strides
and accomplishments each staffer makes during the assessment period. Use phrases such as,
“successfully implemented,” “made significant progress toward,” and “exhibited significant
teamwork efforts.” Even if an employee struggles in some areas, highlight her positive
contributions. These might include maintaining a good attitude, encouraging colleagues and

2. volunteering for tasks and responsibilities no one else wants. Let her know she is a morale
booster and good team player.
Be Specific
In most performance evaluations, there are areas where an employee needs improvement. Be
specific in pointing out areas of deficiency and issue specific directives for how improvements
should be made. For instance, if an employer regularly misses deadlines, be sure to provide
examples. Write a brief overview of instances in which deadlines have been missed and the
corresponding problems this created for other staffers. Follow with instructions for improving
performance, such as, “participate in a time management training program and submit future
materials 48 hours in advance of final deadline.” This tells the employee what the problem is as
well as the expectations for resolving it.
Establish New Goals
Most employee performance evaluations end with setting new goals and objectives for the next
assessment period. The more detail you provide in writing about these new parameters, the better
the potential for success. Be specific in describing how you expect efforts to improve, new
responsibilities to be implemented and how future performance will be measured.
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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.

3. 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
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. 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
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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