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1. Performance appraisal sample phrases
In this file, you can ref useful information about performance appraisal sample phrases such as
performance appraisal sample phrases methods, performance appraisal sample phrases tips,
performance appraisal sample phrases forms, performance appraisal sample phrases phrases … If
you need more assistant for performance appraisal sample phrases, 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 sample phrases
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Choosing the right words for your performance evaluations can be a time-consuming, difficult
task. Keep employee files updated and choose performance evaluation phrases that best describe
specific employee strengths and weaknesses. Thankfully, some example phrases are available to
help get you started. Preparation is key and your employees will recognise a well thought-out
evaluation.
Attendance and Punctuality
Positive phrases: Sheila maintains a good schedule and is a reliable employee. Jim is always on
time; ready to work when his shift begins and punctual returning from his lunch break. Tom sets
an example with his perfect attendance. Negative phrases: Sheila is an unreliable worker and is
often late to work. Jim is often tardy at the beginning of his work shift and consistently late
returning from lunch. Tom is continually late for work and must improve his attendance record
in order to comply with company policy.
Job Knowledge
Positive phrases: Doug demonstrates and uses his job knowledge on a daily basis. Michelle
always applies new knowledge to her work and keeps up with changes in her field. As we
implement new rules and upgrade software and equipment, Joe is always the first to understand
and adjust to the changes. Judy's skill set exceeds job requirements. Negative phrases: Doug is

2. continually turning in sub-par work and needs to improve his job knowledge. Michelle
repeatedly asks the same questions about her job duties and does not retain important
information required to perform her job well. As we implement new rules and upgrade software
and equipment, Joe struggles to learn new technology and adapts very slowly. Judy's skill set
does not meet job requirements.
Attitude
Positive phrases: Bob always has a positive attitude and he makes others feel good when he's
around. Jane is always enthusiastic and helps motivate team members. Tom is very level-headed
and handles stressful situations with ease. Tori is quick to congratulate coworkers and builds
trust within her team. Negative phrases: Bob is somewhat pessimistic and his moods affect other
employees. Jane is careless and unmotivated, which ultimately slows the team down. Tom is
very emotional and does not handle stressful situations well. Tori often complains about
coworkers and builds resentment within her team.
Listening Skills
Positive phrases: Heidi is sincerely interested in what others have to say and listens fully before
responding. Damon listens to and promptly follows all directions. Valerie is always an attentive
and active listener. Justin encourages feedback from his customers, listens and works to resolve
any problems. Negative phrases: Heidi is disinterested in what others have to say and interrupts
others before they finish speaking. Damon does not listen to directions and repeatedly asks
management to repeat themselves. Valerie is an inattentive listener and rarely asks for
clarification. Justin disregards customer feedback and interacts only when necessary.
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III. Performance appraisal methods

3. 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.
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

4. 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
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 Performance appraisal sample phrases (pdf
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