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1. Sample completed performance appraisal
In this file, you can ref useful information about sample completed performance appraisal such
as sample completed performance appraisal methods, sample completed performance appraisal
tips, sample completed performance appraisal forms, sample completed performance appraisal
phrases … If you need more assistant for sample completed 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 sample completed performance appraisal
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Employee evaluations are tough on everyone, including managers, and anxiety gets compounded
when you're not familiar with conducting performance reviews. Many small business owners are
management novices, and delivering critical feedback feels alien. If you want to move your
business forward, get used to the process. By being prepared, you can limit stress and make the
most of performance reviews.
Developthe Form
At the beginning of the year, develop the performance appraisal form that you'll use at year-end.
Base it on your business goals at the time. For example, if you hired a marketing person to work
on your branding, list criteria related to that job function -- creativity, initiative, project
management skills and teamwork are some important ones. Develop a rating scale, and give clear
examples of what the employee needs to do to earn a top score. If your top rating is "5 --
Outstanding," behaviors deserving of a high score in initiative could include "staying later as
needed without being asked," and "proposing new marketing projects to management." Include
these examples in a box, next to the skill being evaluated. Give the employee a copy, and keep
one for yourself.
Completed Section Examples
Take notes on the employee's performance throughout the year, using your form as your guide.
That way, you avoid the temptation to base your final evaluation on criteria that the person didn't
know about, which is an unfair approach to performance reviews. Use your notes to assign
2. ratings and write comments. For example, if the employee always met deadlines, that's a sign of
"4 -- Excellent" project management, while always finishing work before deadlines shows "5 --
Outstanding" project management. In the comments section, include your justifications and areas
for improvement: "Needed guidance on keeping track of many projects -- used a spreadsheet
developed by a coworker -- but always met expectations when it came to deadlines. Areas for
improvement -- approach manager when unsure about priorities."
Get Employee Feedback
Before you meet, get the person to fill out their own self-evaluation. Your performance review
meeting should be about comparing scores and finding common ground. Give the employee a
few days before the meeting to think about her performance and fill out the form. Then, when
you meet to discuss her progress, make notes and changes on your copy of the form, based on
your discussion. Staple the two sheets together.
Performance Development Plan
After you and your employee have agreed on the evaluation, discuss the next year's goals with
the person and how you think those goals relate to the worker's own professional development.
For example, "Now that we have our brand well-established, I'd like to work on our social media
marketing strategy. That means learning more about social media, and immersing yourself in the
social media space, will be important for you." Write these comments in a professional
development section of the feedback form, and ask the employee to come up with some personal
goals based on your comments, such as attending seminars and doing research on small business
Internet marketing. Sign off on these goals at a later meeting.
==================
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
3. 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
3. Checklist method
4. 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. 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 Sample completed performance appraisal (pdf
download)
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