The document discusses performance appraisal form templates, including tips and examples of accomplishments to include for different evaluation categories like performance management, teamwork, and reliability. It also outlines several common performance appraisal methods like ranking, rating scales, checklists, and critical incidents, highlighting their advantages and disadvantages. The document provides additional resources for performance appraisal forms, methods, examples, and other related topics.
1. Performance appraisal form template
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I. Contents of getting performance appraisal form template
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A performance appraisal includes information the employee and manager can use to create a
career development plan for the employee. It targets skill-set deficiencies that can be corrected
through training and focuses on attitude and approach adjustments necessary for success. It also
lists employee accomplishments, which can act as models for ideal performance. A sample list of
accomplishments for a performance appraisal will help you understand what positive information
to include.
Performance Management
Performance management is the use of company goals to gauge an employee's execution of job
duties. Accomplishments in the performance management section of an employee appraisal
include meeting or exceeding defined company goals, being part of a team that consistently
achieves company benchmarks and working with management to create relevant departmental
performance metrics.
Teamwork
Accomplishments in the area of teamwork are often used to help identify potential managerial
candidates and can also be used to help determine which employees would be made team leads
for important projects. Some accomplishments in teamwork to note are an ability to delegate
responsibility, an ability to properly utilize the talents of group members and being recognized as
a valuable resource for a team.
2. Reliability
A reliable employee is a valuable asset to any company. Some accomplishments associated with
a reliable staff member include maintaining perfect or near-perfect attendance, consistently
arriving to work on time or ahead of schedule, maintaining the proper break and lunch schedule
and performing tasks on or ahead of prescribed deadlines.
Notable Accomplishments
A comprehensive employee file includes as much relevant information about the employee's
performance as possible. Notable achievements are those accomplishments that brought
notoriety to the company or the employee and were highlights of the employee's exemplary
performance. Some examples of notable accomplishments to put into an annual appraisal include
company or industry awards the employee won, publications the employee's work was in, high-
profile projects the employee was part of, and any suggestions the employee gave that were used
by the company to increase production or improve operations.
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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
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.
3. 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. Critical Incidents Method
4. 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.
