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Performance appraisal wording
In this file, you can ref useful information about performance appraisal wording such as
per...
much of his/her work time has this employee devoted to completing his/her tasks at a
professional standard?"
The words use...
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compar...
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the differen...
III. Other topics related to Performance appraisal wording (pdf download)
• Top 28 performance appraisal forms
• performan...
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Performance appraisal wording

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In this file, you can ref useful information about performance appraisal wording such as performance appraisal wording methods, performance appraisal wording tips, performance appraisal wording forms, performance appraisal wording phrases … If you need more assistant for performance appraisal wording, please leave your comment at the end of file.

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Performance appraisal wording

  1. 1. Performance appraisal wording In this file, you can ref useful information about performance appraisal wording such as performance appraisal wording methods, performance appraisal wording tips, performance appraisal wording forms, performance appraisal wording phrases … If you need more assistant for performance appraisal wording, 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 performance appraisal wording ================== Writing an employee performance review is a major responsibility. Your words can determine whether an employee earns a raise, nabs a promotion or even remains with your company. It's important, then, to use the right words when you complete an evaluation form. This is the time to be clear, concise and specific. Anything less is a disservice to the employees you are evaluating. Be Specific Too often managers fill their performance reviews with words such as "good," "excellent" and "outstanding." Employees might like to see such glowing words in their reviews, but they don't actually say much about the kind of job workers did. They don't explain how well employees met their goals for the year. Management consultant and author Richard Grote, quoted in an article on the Hcareers website, recommends that managers use objective language that points out how successful workers were at completing their core duties. These types of words include "grasps," "generates," "excels" and "achieves." As an example, you might write, "Edward consistently generates new revenue sources for the company's online division." This is more powerful than writing, "Edward is an outstanding employee." Just the Facts Sometimes the way a company structures a performance review leads to unclear language. Your company's standard review forms may include questions such as "How well does the employee complete his/her assigned tasks?" This is an unclear question. Better wording would focus more on specific employee tasks. A better written employee performance review might ask "How
  2. 2. much of his/her work time has this employee devoted to completing his/her tasks at a professional standard?" The words used in the second example will lead to a more specific response. In the first case, you could simply answer with the empty words "Employee performs well." In the second case, you have to get more specific: "The employee spends the majority of her time working in a conscientious and professional manner. She does not waste time while at work." When Criticizing, Be Specific Sometimes you'll have to include negative information in your employee performance reviews. In such cases, it's best to be as specific as possible. Instead of using the words, "Employee has turned in substandard work," use phrases and words that explain exactly how your employee's work is below par. You might write, "The employee's reports often contain incorrect data and many misspellings. The employee often turns his work in past deadline, delaying the progress of the rest of his team." The more specific the wording, the more effective the employee performance review will be. ================== 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
  3. 3. 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. 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.
  5. 5. III. Other topics related to Performance appraisal wording (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles

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