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1. Performance appraisal form
In this file, you can ref useful information about performance appraisal form such as
performance appraisal form methods, performance appraisal form tips, performance appraisal
form forms, performance appraisal form phrases … If you need more assistant for performance
appraisal form, please leave your comment at the end of file.
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• performanceappraisal123.com/free-28-performance-appraisal-forms
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I. Contents of getting performance appraisal form
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According to University job performance policy, "all classified and administrative and
professional (A&P) staff will have their job performance evaluated on an annual basis." Annual
reviews are conducted during the first quarter of each calendar year and due into the Office of
Human Resources by the 5th working day of April.
The purposes for the annual performance appraisal include but are not limited to the following:
 To align the responsibilities of each job with the mission of UTD and the mission of the
employee's department.
 To encourage open communication between the supervisor and their staff.
 To document employee growth and development needs as well as achievements.
 To support analysis and decisions related to staffing, compensation and training.
Fundamentally, the annual appraisal is designed to serve as a tool that helps supervisors increase
productivity, communicate expectations, establish goals for the coming year, and report the
employee's success in meeting the past year's performance expectations. One of the most
common mistakes supervisors make with regard to the appraisal process is that that they fail to
treat it as a process. The completion of the Annual Performance Appraisal form is a small part of
the appraisal process. In its most productive form, performance appraisal is actually a
continuous, year-round practice of exchanging information between the supervisor and employee
that begins and ends with the formal annual performance appraisal meeting. The most highly

2. motivated, productive employees are those who know what they are supposed to do and how
well they are doing it, who participate in planning how their work will be accomplished and who
have open, honest rapport with their supervisor. Supervisors are strongly encouraged to make the
annual review meetings participative and collaborative. Employees are encouraged to use the
sample self-evaluation tool as a part of their preparation for the review meeting.
All employees who receive an annual review should sign the review to indicate they have read it.
The employee's signature does not indicate agreement only that the employee has read and
received the annual review from their supervisor. If employees have questions or concerns about
the review they received, they should contact Employee Relations staff. Watch for
announcements starting in January of each year and running through March concerning classes
for supervisors and employees on the annual performance appraisal process at UT Dallas.
==================
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

3. 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. 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.

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