In this file, you can ref useful information about samples of performance appraisal such as samples of performance appraisal methods, samples of performance appraisal tips, samples of performance appraisal forms, samples of performance appraisal phrases … If you need more assistant for samples of performance appraisal, please leave your comment at the end of file.

1. Samples of performance appraisal
In this file, you can ref useful information about samples of performance appraisal such as
samples of performance appraisal methods, samples of performance appraisal tips, samples of
performance appraisal forms, samples of performance appraisal phrases … If you need more
assistant for samples of performance appraisal, 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 samples of performance appraisal
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When you are a member of a management team and you are responsible for a group of
employees there are certain responsibilities that are going to fall squarely on your shoulders. One
of these will be to complete their annual performance reviews. As their direct supervisor that
works with them every day you are the person most suited to the task. You get to see how well
they work and which areas they excel in or need to improve their levels of performance in.
Armed with this knowledge and a selection of performance appraisal samples you are ready to
get started.
The object of an annual review is not to berate or belittle your employees, rather it is a time to sit
down and look back over the last year. Consider how well the employ has done his job, what
areas he has improved in or shown the initiative to learn new skills in. You will of course also
have to look at any areas that he may not have done so well in and cover those as well. The idea
is to complete comprehensive review that is aimed at praising good performance and at helping
him to work on the areas where his work is not quite up to par.
You are required to cover the entire reporting period and as such you should be taking notes all
year long so that you have a file full of information to help you when appraisal time comes. It
can be very hard to remember everything good or bad that has happened over the course of a
year and the better your notes are the easier it will be to write a fair and equitable appraisal that
will give praise where it is due and point out the problems in as positive a light as possible. You
want each employee that you are writing a performance review for to come out of the meeting

2. feeling like he is a valuable member of your company and headed in the right direction to
improve over the course of the next year.
If this process is something that you have not had to deal with before, you may want to download
a few performance appraisal samples to look at. These samples can teach you how to write an
appraisal in the most positive light possible that will keep both your superiors and those you are
in charge of happy at the same time.
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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.
2. Rating Scale

3. 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.

5. III. Other topics related to Samples of performance appraisal (pdf download)
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