The document provides a comprehensive overview of sample performance appraisal forms for managers, detailing methods, tips, and essential elements for effective employee performance reviews. It emphasizes the need for concise forms and suggests alternative terminology to reduce anxiety associated with performance evaluations. Various appraisal methods are explored, highlighting their advantages and limitations.

1. Sample performance appraisal form for managers
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I. Contents of getting sample performance appraisal form for managers
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Managers complain about the employee performance appraisal process being too cumbersome
and saddled with long forms. If your organization’s performance review form is more than one
or two pages then it’s likely too long. Can a one or two- page performance review be effective?
Absolutely. Keeping the form focused on the most essential information leads to generating
meaningful performance review content, better quality and more focused employee performance
conversations. A good performance review form is the first step to helping managers write
performance reviews. Here are the essential elements for reviewing employee performance:
 Strengths: Include 2 – 3 areas of strength, use supporting examples (be specific), identify
the positive impact (show the employee how the strength adds value) and then connect
the strength to the relevant organizational competencies (Communication, Teamwork,
Accountability, Customer Focus, Results Orientation, etc.).
 What’s Next: What are the one or two areas for growth for this individual? Refrain
from using the terms improvement, get better at, area for development and instead, use
“What’s next”. Identify something that if developed, would have a positive impact on the
employee’s future contributions. Specifically describe what it is you want to have
happen and include a talking point or two on the relevance (what’s in it for the employee
and the organization). Make the connection to the related organizational competencies.

2.  New Goals: Translate “What’s Next” into SMART (Specific, Relevant, Attainable,
Relevant, Time-Bound). Goals should be captured and tracked on a document separate
from the annual performance review document.
 Recap Previously Set Goals and Objectives: Creating goals in January and reviewing
progress the following January is useless. Goals should be captured on a document
separate from the annual performance review form and reviewed and updated monthly
during regularly scheduled one-to-one meetings.
 What to Call the Annual Performance Review Anything but review, appraisal or
evaluation. Aside from being from the post industrial era, these terms strike fear into the
heart of most people. Minimize fear and dread by dropping the terms review, appraisal
and evaluation. Instead, try something like Performance Conversation & Planning Map.
Experiment and see what you can come up with.
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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

3. 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. 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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