This document provides comprehensive information on performance appraisal quotes, including methods, tips, and phrases used during employee evaluations. It emphasizes the importance of carefully selected language to recognize employees' contributions and includes various performance appraisal methods such as ranking, rating scales, and the critical incidents method. Additionally, it offers resources and examples to aid in the performance appraisal process.

1. Performance appraisal quotes
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I. Contents of getting performance appraisal quotes
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The employee appraisal process gives you the opportunity to praise employees who go above
and beyond every day. To ensure that these employees truly understand how much you
appreciate their contributions, carefully select the verbiage you include on their evaluations. By
picking just the perfect words, you can communicate your appreciation clearly and allow them to
bask in your pride, likely bolstering their commitment to the workplace.
Valuable Team Member
In many workplaces, teamwork is a plus. If you encourage your employees to work
cooperatively, make it clear to your exemplary employee that he is doing this quite well by
stating that he is a “valuable team member,” in his performance appraisal. Give some examples
of specific ways in which he has shown his teamwork skills to make it clear why you feel he is
so valuable.
Creative Thinker
Particularly if your business is one in which creativity is an asset, stating that your employee is a
“creative thinker” is an effective way to communicate her ability to problem solve and present
new solutions to old problems, highlighting her value. List several particularly creative
innovations this worker has brought to your business to prove your point.
Consistently Hardworking

2. While some employees do wonderfully some days and are less-than-stellar others, exemplary
workers often demonstrate the same level of dedication day after day. If your employee is of this
variety, state that he is, “consistently hardworking,” on his appraisal. To prove this point,
reference scores from past appraisals, showing that he maintains the same level of excellence.
Dedicated Employee
Your outstanding employee likely commits herself fully to her job, putting maximum effort into
completing job-related tasks to the best of her ability. State this clearly on the appraisal by saying
that she is a, “dedicated employee.” After this statement, provide examples of this dedication.
For example, highlight how she always comes in early and stays late.
Goal-Oriented Worker
When workers put effort into reaching set business goals, everyone wins. If your employee is
skilled at staying on task and working towards goals that you have set instead of getting
sidetracked, state on his evaluation that he is a, “goal-oriented worker,” providing a few concrete
examples to prove your point.
Asset to the Company
If your worker is outstanding, you should seek to make her feel valuable. By stating that she is
an, “asset to the company,” you can concisely make it clear just how important she is. Follow
this statement with an explanation of some of the things that she has done that are so stellar.
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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

3. 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
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

5. 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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