This document provides information about performance appraisal forms and methods. It discusses how to prepare for a performance review by doing a self-appraisal, tracking accomplishments, and saving documentation of achievements. Six common performance appraisal methods are described: ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. The document also lists additional related topics and provides links to resources on performance appraisal forms and examples.

1. Performance appraisal form examples
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I. Contents of getting performance appraisal form examples
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Going to the dentist. Having the middle seat on a long flight. Sitting through your next
performance review. What these three events have in common is that few of us look forward to
any of them, performance reviews especially. Annual reviews make most of us uncomfortable, as
we wonder which aspects of our performance were most important, and whether we will be
evaluated fairly. The entire process seems vague, subjective – and extremely intimidating.
Fortunately, there's a simple procedure that will greatly reduce your performance appraisal
anxiety. Before your next formal evaluation, take the initiative to do your own performance
appraisal first. It isn't as difficult as it sounds, especially if you start early.
The best time to lay the groundwork is when you're hired by a new company or when you're
promoted. Ask the HR department to email you a copy of the form that will be used to evaluate
your performance in the new job. Study the criteria listed or, better yet, review the form with
your boss. Determine which categories are most important and what your boss considers
outstanding performance in each one.
With these performance criteria in mind, regularly review your on-the-job efforts. Match your
accomplishments – with specific examples – to the categories on the form. Unless you do this
every month or so, you'll inevitably forget many of your achievements by the time the formal
appraisal rolls around. Some people even keep track of their accomplishments in a detailed
journal or Google Doc to help develop a portfolio of their work. For example, if you're a design

2. engineer, you can build a portfolio of your designs. A creative director can compile the designs
for advertising they've created.
Any emails, company documents or other messages that commend you on your work
accomplishments also should be saved whenever possible. If someone compliments you verbally
on the quality of your work, ask that person to repeat the comments in an email. Any publicity
you've attracted for your firm, whether through published papers, press releases or speeches and
presentations made should be included as well.
If you've solved difficult problems, or used good judgment in a complex situation, be sure to
document it in detail. Outline your initial alternatives, the course of action you took, how you
arrived at your decision and how this demonstrates your capability in a particular category on the
appraisal form.
When aiming for a raise or a promotion, consider how the action would be justified from your
manager's point of view. This is where your journal of weekly self-assessments and portfolio of
accomplishments comes in handy. Be ready to quantify your actions in dollars and cents either
earned or saved. In today's economy, nothing will gain you greater kudos than the actions you've
taken that help boost your company's bottom line.
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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

3. 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
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.

5. III. Other topics related to Performance appraisal form examples (pdf
download)
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