How to write a performance appraisal
- 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 need more assistant for how to write a 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 performance appraisal ================== 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. ================== 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) • 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