1. Sample of performance appraisal comments
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I. Contents of getting sample of performance appraisal comments
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A performance appraisal offers a manager the opportunity to evaluate an employee, but it can
also offer an employee the opportunity to evaluate himself. Self-appraisal can encourage
employees to become mindful of areas where they need to improve and it can reveal attitudes
and biases a manger might never guess from observation. Some examples of employee responses
can prepare you for the results you may get from employee self-evaluations.
Productivity Answers
When asked to evaluate their productivity, most employees think they are very productive.
Comments such as, "Of course, everyone has an off day once in awhile," or "Despite a lot of
personal problems, I did pretty good" can be cues to examine whether you are really getting a
full effort from the employee. Anyone who blames the business for a lack of productivity with
answers such as, "I want to be more productive, but management keeps wasting my time with
busy-work." This kind of self-evaluation turned into a management evaluation may indicate
someone who does not take responsibility for their own actions.
Quality of Work Answers
If you ask employees to write down an appraisal of the quality of their work, ignore the general
pats on the back and look at details. If someone says, "I make some errors, but I always try to
correct them and learn from them," you probably have a good employee. If you see responses
like, "There's not always time to do my best work," or "Nobody's perfect," you may have an
excuse-maker for an employee.
2. Skills Evaluations
You can ask employees to analyze what skills they needed to complete their tasks in the past
year. Watch for answers such as, "I found that my organizational skills really helped me do my
job," and "My interpersonal skills contributed a lot to getting things done," and you will know
you have a self-aware employee who is trying to make the workplace as productive as possible.
If you hear, "I can't wait until I get a promotion so I can really use my best skills," or "A lot of
my skills go to waste because people don't always appreciate what I can do," you probably have
an employee who is not fully invested in their current position.
Answers About Problem-Solving Abilities
A business owner needs employees who can solve problems. If you ask employees to evaluate
their problem-solving talents, you may hear, "I jump right in and try to fix whatever is wrong,"
or "Several times last year I headed off problems before they got too big." This is the kind of
employee who can be a real asset. What you don't want to hear: "Every time I try to solve a
problem, I'm afraid I'll get in trouble if it doesn't work," or "I feel like managers are here to solve
problems. I just do my job." This type of employee can be someone who just wants to show up
for a set number of hours and get paid for doing as little as possible.
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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
3. 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
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. 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
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.
