The document outlines various sample objectives for performance appraisals, including methods, tips, and phrasing examples to enhance the evaluation process. It discusses the importance of interactive conversations, various appraisal methods like ranking, rating scales, and critical incidents, each with their respective advantages and disadvantages. Additional resources and topics related to performance appraisal are also provided for further assistance.

1. Sample objectives for performance appraisal
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I. Contents of getting sample objectives for performance appraisal
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Annual performance evaluations are an opportunity for you as a business owner to continue
developing your employees' careers. Through interactive conversation, you can determine what
each employee considers important during the evaluation process. However, when it comes time
for you to convey your feelings and opinions, it is helpful to have on hand some phrasing
examples for performance evaluations that you can refer to.
Workplace Cooperation
A common business cliche that people use to refer to workplace cooperation is the term
"employee works well with others." However, that vague phrase is not going to help the
employee to understand her strengths and weaknesses when it comes to employee interaction.
Phrases such as "employee is a valuable resource to co-workers for equipment operation
information," "employee is proficient in several job duties within the division" and "employee is
a reliable attendee of all company safety meetings" can be customized to present a more
comprehensive view of how the employee is an asset in the workplace.
Job Duties
Part of a performance evaluation is the creation of a developmental plan to help the employee
improve his skill set. Phrases that help to establish an understanding of how the employee
currently executes his duties include "employee works to create efficient ways of executing job
duties," "employee has a strong understanding of job duties" and "employee has displayed the
aptitude necessary to take on more advanced tasks."

2. Customer Service
An employee who has any contact with customers needs to be appraised on her customer service
skills. Phrases such as "employee needs to listen better to employee questions," "employee has
an excellent ability to solve customer issues" and "employee needs a better understanding of
company policies regarding customer service" can give the employee a good idea of where her
customer service strengths and weaknesses are.
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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
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.

3. 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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