In this file, you can ref useful information about how to write a performance appraisal such as how to write a performance appraisal methods, how to write a performance appraisal tips

1. How to write a performance appraisal
In this file, you can ref useful information about how to write a performance appraisal such as
how to write a performance appraisal methods, how to write a performance appraisal tips, how to
write a performance appraisal forms, how to write a performance appraisal phrases … If you
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• 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 how to write a performance appraisal
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Employee performance appraisals are often viewed as a necessary evil by both supervisors and
front-line workers. It's not pleasant to criticize someone, but the best appraisals go beyond a
quick litany of what a person did right and wrong. They include objective examples and tie that
information into future goals and expectations. A well-written appraisal is not just a critique. It's
a road map for improvement and future job success.
Step 1
Write notes about the employee's performance throughout the year, advises Entrepreneur
magazine columnist David Javitch. Performance appraisals are typically done only once or twice
a year. It's easy to forget accomplishments and errors over the course of many months. Keep a
record every time the employee scores a success or makes a notable mistake. It is a handy
memory refresher at review time.
Step 2
Evaluate your employee in all the required areas and include facts to back up what you have
written. Robert Ramsey, a writer for the Supervision human resources publication, says that most
reviews contain too much opinion. It is difficult to defend your viewpoint without objective
information to support it. Facts should make up the meat of the appraisal. Clearly label any
personal opinions as such.
Step 3

2. Write down the goals you want your employee to achieve in the coming year, the NOLO legal
website advises. Performance appraisals are often given just before raises are announced, but
their true purpose is to show employees where to improve and where to maintain things they are
already doing well. Goals provide a concrete place in which to apply that knowledge. Make them
as specific as possible so the employee's success can be measured.
Step 4
Create a plan for goal achievement based on the positive and negative elements of the
performance review. For example, one goal might be helping in the preparation and presentation
of sales numbers at monthly department meetings. The plan might include using the employee's
strong creativity to create slide shows. It also might include taking a public speaking seminar to
offset a weakness of being nervous about making group presentations.
Step 5
Set the appraisal aside for a few days, then go back and read it carefully. Make sure it accurately
and objectively reflects the employee's performance. Ramsey warns that personal feelings can
sometimes slip in. For example, you might envy a certain talent and inadvertently judge the
employee too harshly in that area, or you might give a bad review to someone with an annoying
personality even if that person does a good job.
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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”

3. 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
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

5. 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 How to write a performance appraisal (pdf
download)
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