In this file, you can ref useful information about performance appraisal form format such as performance appraisal form format methods, performance appraisal form format tips, performance appraisal form format forms

1. Performance appraisal form format
In this file, you can ref useful information about performance appraisal form format such as
performance appraisal form format methods, performance appraisal form format tips,
performance appraisal form format forms, performance appraisal form format phrases … If you
need more assistant for performance appraisal form format, please leave your comment at the
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• 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 performance appraisal form format
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It’s that time of the year again! The annual appraisal form is about to be dropped in your
mailbox. And like so many others, you’ll sit on it till the deadline looms. Then you’ll scurry to
fill it by copying from your colleagues and just get done with the ritual. This, however, is not the
best way to go about it; nor is it a great idea to see your appraisal as a sheer formality.
Getting a great appraisal depends a lot on how your efforts are listed on paper and summarised to
reflect measurable growth. But, summing up each achievement succinctly in your appraisal form
can be pretty challenging and exhaustive too.
So just read on for some tips to make sure that the weight of your work translates effectively in
your assessment form as well:
Start with listing your responsibilities
Your appraisal form gives you the perfect opportunity to speak about not just the work that you
handle, but also about the initiatives, bigger projects and development plans that you are
involved in. So, this is your chance to voice your involvement loud and clear and list all your
responsibilities within your organisation. It is quite common for people to write lengthy essays or
long paragraphs, but brevity is the key. It’s always better to write bullet points that reflect your
achievements and goals and support them with explicit examples. This is an important
occurrence that captures the spirit of the year, so attention to figures, facts and metrics are vital
for a fruitful discussion. It’s better to keep a log of your feedback and refer to them.
Connect your accomplishment with KRAs

2. Simply writing about your high-performance areas won’t suffice. Appraisals measure your
performance based on the expectations from your employees. So, don’t just mention random
facts, instead connect them to your KRAs. This will not only draw focus to your overall
performance but also demonstrate that you have a good understanding of your job
responsibilities.
Keep your tonality crisp and professional
Refrain from using informal words or phrases. It can be the worst way of writing your self-
appraisal. Even the best of employees can appear shabby with a badly written self-appraisal. So
keep your tone professional and sentences short. It’s always better to write in first person.
Carefully acknowledge mistakes
Unless you’re the best thing that ever happened to your organisation, you’re likely to have flaws
or have made blunders too. Try and give the best feasible spin to your problem areas so that you
don’t provide your boss ‘the noose with which to hang you’. Identify your short comings and ask
for whatever assistance you require. Address your weaknesses; but tread lightly. Rather, focus
more on your strengths.
Evaluate honestly
Some people simply talk about their achievements which could be a risky move. It can often
backfire and in some cultures could be equal to a career suicide. So if you are planning to give
yourself an “excellent” rating, make sure you have accomplishments to back it up. And if you
aren’t really a stellar worker, be candid enough. Write about why your rating is low and how you
are planning to turn things around.
Ask for career development:
Smart employees utilize appraisals to lobby for professional growth -opportunities. So even if
your manager isn’t openly asking for it, include it nevertheless “because if you won’t ask, it’s
never going to happen.” Be precise. Explain the parts of your work that excite you most and
recommend ways to become more involved in them. You might be willing to be a part of a
certain brainstorming meeting or keen on taking some sort of training. Just make sure your
requests echo your business requirements as well.
==================
III. Performance appraisal methods

3. 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
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

4. 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. Essay Method

5. 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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