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1. Performance appraisal sheet
In this file, you can ref useful information about performance appraisal sheet such as
performance appraisal sheet methods, performance appraisal sheet tips, performance appraisal
sheet forms, performance appraisal sheet phrases … If you need more assistant for performance
appraisal sheet, please leave your comment at the end of file.
Other useful material for you:
• 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 sheet
==================
A performance appraisal, also called an employee evaluation, is a way for managers to keep tabs
on employee performance when running a business. The appraisal is a measurement tool that
lists key behaviors and duties essential to your work process—you, as the manager, are
responsible for rating the employee on each of these points.
Step 1
Determine the most important factors or attributes that you want your employees to display while
on the job. For instance, "arrive on time," "quality control" or "good customer service." List all
of these factors in bullet point format for reference as you develop your performance evaluation
form.
Step 2
Prepare the performance appraisal form with a listing of questions based on your requirements as
listed in Step 1. Categorize your list of questions into sections on the form so that it's simpler for
you and the employee to follow. For instance, you might have a section on punctuality, another
regarding the employee's responsiveness to customer inquires and yet another regarding
dependability.
Step 3

2. Create a rating scale to use on your appraisal form for each question on the sheet. For instance,
you can rate the employee on a scale of 1 to 5, where 1 shows a need for improvement and 5 is
for exceptional work.
Step 4
Fill out your appraisal sheet for each employee. Take your time when choosing ratings using
your own knowledge of the employee's work as well as feedback from customers and co-workers
if possible. This is called 360 degree feedback.
Step 5
Prepare questions and comments, in addition to the ratings, that you want to speak with the
employee about at the actual review. You can enter the comments directly on the form or jot
down notes for your own reference on a separate page. For instance, you might want to ask an
employee how she managed to improve her sales percentages in such a short period of time so
that you can use that information in your sales training procedures.
Step 6
Make a copy of the filled form for the employee to keep for his own records after you complete
the review meeting. Keep your copy of the appraisal in the employee's file.
==================
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 sheet (pdf download)
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