In this file, you can ref useful information about simple performance appraisal template such as simple performance appraisal template methods, simple performance appraisal template tips

1. Simple performance appraisal template
In this file, you can ref useful information about simple performance appraisal template such as
simple performance appraisal template methods, simple performance appraisal template tips,
simple performance appraisal template forms, simple performance appraisal template phrases …
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• 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 simple performance appraisal template
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When you first started your business, you probably had only a few trusted team members, and
the feedback process was immediate, ongoing and informal. However, as your company grew (or
grows) a formal review process became necessary—or depending on your viewpoint, a necessary
evil.
Whether you chose to do formal reviews on anniversaries (likely making them a monthly chore),
or at the end of each calendar or fiscal year (to get them all out of the way at once), there are
things you can do to make them more valuable to both yourself and to your employees, as well
as things you can do to ensure they don’t create more problems than they solve.
The following resources provide a 360 degree peek into the performance appraisal process—
covering viewpoints from the employer, the employee, and the humorist. If after digesting those
you still need help with creating your review process, links to sources for performance review
templates are provided at the end.
The Employer
A recent inc.com post, Performance Reviews: 8 Things Not to Say, provides insight into
common mistakes employers make while conducting a review. From never talking about another
employee, to making sure you never make a comment that can’t be backed up with an example,
to never promising something you’re not positive you can deliver, this post provides tips that will
help you become a better reviewer.

2. The History of Performance Reviews, an infographic from WorkSimple, takes a critical (and
humorous) look at performance reviews starting in the 1700s during the industrial revolution,
and traces them to the present day where many performance reviews now contain an online
feedback component. Their prediction for the future: social media based performance reviews.
The Employee
Another inc.com post, What Employees Really Think During Performance Reviews, attempts to
explain why performance reviews may not have the effect you intend. Based on looking at
counterfactual thinking as it relates to performance reviews (Counterfactual thinking occurs
when we imagine how things might have been different.), the article posits that employees often
come out of a performance review with a negative “what if” response which impairs happiness
and performance. If the review process could be modified to create more positive “what if”
responses, it would create happier, more productive employees, and thus be more effective.
The Humorist
Performance reviews have long been the fodder for jokes and ridicule. If the prospect of another
round makes you want to cry, check out the following cartoons to turn those tears into laughter.
- See more at: https://paysimple.com/blog/performance-review-360/#sthash.yseH1xFk.dpuf
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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

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 Simple performance appraisal template (pdf
download)
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