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How to write comments on performance appraisal

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I. Contents of getting how to write comments on performance


appraisal
==================
A performance evaluation can help showcase ways you have helped supervise an employee. The
employee depends on feedback for ways to improve performance for the next evaluation. Your
written statement will need to have specific examples for each area of assessment as well as a
summary of the overall performance.
Use the employee handbook and job description to examine critical tasks or key functions of the
position. Write a sentence that describes the employee's performance in each area.
Examine all of the evidence you have collected during the evaluation period to ensure the
accuracy of each sentence.
Include in each statement any specific data about the employee's performance. For example, a
statement about work output might include the number of tasks performed on average per hour,
per day or per week. Describe behaviors rather than the person. For example, write that an
employee exhibits poor performance in a certain area instead of describing the person as weak.
Give examples of communication problems instead of describing the employee as a poor
communicator.
Cross out written statements that do not reflect the employee's average performance. If poor
performance in a specific area was reported only once, remove the reference to it in the written
statement.
Cross out written statements for which you do not have enough records. Your employee will
expect specific examples of how you measured performance.

After you have written at least once sentence for each type of task, use the same strategy to write
a summary of the employee's performance for the evaluation period.
Add enough details so your summary reflects a balanced perspective of the employee's strengths
and weaknesses.
Add at least one sentence recognizing the employee's unique accomplishments during the
evaluation period.
Review all of your written statements for accuracy, and check for grammar, spelling and
punctuation errors.
Ask a human resources professional to review the appraisal before discussing it with your
employee.

==================

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
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
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
traits.
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.

III. Other topics related to How to write comments on


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