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Performance appraisal letter

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

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Performance appraisal letter

  1. 1. Performance appraisal letter In this file, you can ref useful information about performance appraisal letter such as performance appraisal letter methods, performance appraisal letter tips, performance appraisal letter forms, performance appraisal letter phrases … If you need more assistant for performance appraisal letter, please leave your comment at the end of file. Other useful material for you: • • • I. Contents of getting performance appraisal letter ================== Letters of recommendation can help people secure jobs, gain entrance to college or earn a raise at work. If you are preparing to write a letter of recommendation for a work performance evaluation, there are a few formalities and points you should touch upon. Figuring out what to write and how to say it can be a daunting task, but once you know what basic information to include in your letter, the process will become more manageable. Step 1 Brainstorm positive traits and accomplishments to include in your letter and make a list of them. Consider what the employee has done well at work and any productive contributions she has made to the company. Also take into account personality traits that are conducive to the company's culture, such as getting along well with others, a good sense of humor and determination. Step 2 Include your full name, title, company and position in the letterhead or signature. Most business letters of recommendation are written by people who work in positions higher than the person seeking the recommendation. Emphasize the significance of your position--the opening paragraph is a good place to include this--in order to give the letter more weight and merit. It may feel self-aggrandizing, but emphasizing your power will help the person you are recommending. Step 3
  2. 2. Give a description of what makes the person a valuable employee. Start with general statements and add details and examples to support your statements. If you say "Mary is a hard worker," for instance, follow up with a comment on how she has volunteered to stay late to complete projects or describe her contribution on a particular project. Step 4 Include details on the employee's expertise and distinguishing characteristics that provide unique contributions to the company. Consider if your subject is an expert tech person, skilled with the computer programs your company uses or if he boosts workplace morale by bringing in snacks for everyone or telling jokes. Think about what the employee brings to the company beyond the usual. Step 5 Highlight special areas of achievement or awards. If you are unsure of any recognition, speak to the employee to see if she has been awarded any recognition for superior achievement or performance. Awards such as employee of the month and industry-specific awards make excellent selling points in a letter of recommendation. Customer recommendations of the employee can also offer strong support. Step 6 Close with an action statement of what you are hoping to achieve with your letter of recommendation. If you want the employee to secure a promotion or raise, mention it in closing. If you want the employee to receive a favorable review, offer your written support. Tip Be clear and concise with your writing. Avoid short letters of only one or two small paragraphs, but also avoid lengthy letters with run-on sentences or rambling anecdotes. Make your letter persuasive and to the point, with concrete examples to support your recommendation. ================== III. Performance appraisal methods
  3. 3. 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 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
  4. 4. 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 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
  5. 5. 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. III. Other topics related to Performance appraisal letter (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates
  6. 6. • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles