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How to write performance appraisal

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I. Contents of getting how to write performance appraisal

Evaluating employee performance is a common practice in many organizations. Some
organizations ask you to participate in the evaluation by having you complete a self-evaluation
form prior to your review. Use this self-evaluation as an opportunity to showcase your
accomplishments, talk with your manager about your performance and prepare for advancement.
Step 1
Read over the form and make a copy before you begin. Make note of the type of information the
evaluation form mentions, such as your feelings about management, your performance quality,
the type of client you serve and your skills. Do not fill out the form immediately, but reflect on
your performance and your areas of influence.
Step 2
Get a piece of paper and write down the following sections: Achievements, goals, completed
tasks, compliments, challenges, training experiences, overall satisfaction, career advancement
and job knowledge. List the answers to the implied questions under each section. Write down
recognition you received, training seminars you attended, career goals and increased job
responsibilities. Even if the form does not explicitly break down into these sections, you can use
your own list to ensure that you do not miss listing achievements.
Step 3
Use the copy of the form and begin filling out the requested information. Find a time when you
will not be interrupted. Fill out the easily measurable sections first, such as questions about

attendance, timely work completion and quality of work. Be accurate when answering all
Step 4
Move onto the sections that ask about subjective measures, such as customer service skills,
important achievements, goals for the upcoming year and the most challenging aspect of your
job. Use your list and answer the questions. Be specific when filling out the self-evaluation form
because this is your opportunity to share your feelings about your job performance with your
Step 5
Rate yourself using the rating system of your specific form. Numerical ratings do not offer
flexibility, but a space below each rating box is often available to write comments. Use the box
to explain your rationale for your rating. Use positive words about yourself and be honest but
generous when assigning yourself an overall performance score.
Step 6
Write a summary of your work experience in the final comment area or attach a separate sheet.
Include your assessment of your relationship with other employees and customers within the
organization, if not covered under another section. Request additional training opportunities and
outline your ideas for improving your job performance and potential advancement within the
company. Copy your completed draft onto the original appraisal form. Review your appraisal
before turning it in to ensure that the appraisal is mistake-free and clear, recommends Northern
Arizona University's human resources webpage.

Stay calm and positive throughout the appraisal process.

If you disagree with your manager's assessment of your performance, put your concerns
in writing.


Write using a business tone to maintain your level of professionalism.

Be detailed when chronicling your growth as an employee.
Offer suggestions on how your manager can help you achieve your goals.
If you took on new responsibility, include statistics and results.
Be prepared to discuss how you can further contribute to the organization.
Discuss how well you relate to your co-workers and other managers.
Have a list of improvements and suggestions for the organization.


III. Performance appraisal methods

1. 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.

2. 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.

3. 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 Raters biases

4. 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

5.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
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

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