How to write a good performance appraisal
- 1. How to write a good performance appraisal In this file, you can ref useful information about how to write a good performance appraisal such as how to write a good performance appraisal methods, how to write a good performance appraisal tips, how to write a good performance appraisal forms, how to write a good performance appraisal phrases … If you need more assistant for how to write a good performance appraisal, 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 how to write a good performance appraisal ================== A performance evaluation can help showcase ways you have helped supervise an employee. The employee depends on feedback for ways to improve performance for the next evaluation. Your written statement will need to have specific examples for each area of assessment as well as a summary of the overall performance. Use the employee handbook and job description to examine critical tasks or key functions of the position. Write a sentence that describes the employee's performance in each area. Examine all of the evidence you have collected during the evaluation period to ensure the accuracy of each sentence. Include in each statement any specific data about the employee's performance. For example, a statement about work output might include the number of tasks performed on average per hour, per day or per week. Describe behaviors rather than the person. For example, write that an employee exhibits poor performance in a certain area instead of describing the person as weak. Give examples of communication problems instead of describing the employee as a poor communicator. Cross out written statements that do not reflect the employee's average performance. If poor performance in a specific area was reported only once, remove the reference to it in the written statement. Cross out written statements for which you do not have enough records. Your employee will expect specific examples of how you measured performance.
- 2. After you have written at least once sentence for each type of task, use the same strategy to write a summary of the employee's performance for the evaluation period. Add enough details so your summary reflects a balanced perspective of the employee's strengths and weaknesses. Add at least one sentence recognizing the employee's unique accomplishments during the evaluation period. Review all of your written statements for accuracy, and check for grammar, spelling and punctuation errors. Ask a human resources professional to review the appraisal before discussing it with your employee. ================== 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. 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.
- 3. 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.
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