Performance appraisal comments sample
- 1. Performance appraisal comments sample In this file, you can ref useful information about performance appraisal comments sample such as performance appraisal comments sample methods, performance appraisal comments sample tips, performance appraisal comments sample forms, performance appraisal comments sample phrases … If you need more assistant for performance appraisal comments sample, 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 comments sample ================== The performance review can be an extremely stressful part of an employee's job. The performance review is typically a yearly examination from both the employer and employee concerning the employee's job performance and defining the employer's job demands and culture. Many employers want comments back from the employee once the review is done. While the types of comments depend on whether the review is good or bad, the process of commenting on the review should be the same no matter what the contents are. Step 1 Read the review a few times. The review process tends to be a bit mentally and emotionally overloading, so you may not at first fully process all the information that your supervisor has thrown at you. Step 2 Put the review away for at least 24 hours. You may be so fired up about the comments (both good and bad) that you want to respond immediately. Fight that urge and allow time for your brain to process the review. If the review was negative, this will allow you time to cool off and think constructively about what to say. Be pragmatic and understand that everyone can improve somewhere. Step 3
- 2. List both the positive comments and the negative comments on a word processing document. This will help you to organize your thoughts and break the positives and the negatives out for easy reading. Step 4 Gather positive comments that people have sent you about your job over the past year. If the review was positive, these comments will support your boss's review. If the review was negative, these will show your side of the same story and will be useful if you ever have to plead your case to upper management. Step 5 Review your job description to determine if you are being reviewed fairly based on the job you are doing. Talk to your manager and the human-resources department if the job description needs to be changed. Step 6 Comment on each section individually. For positive sections, note how you could excel even further. For negative sections, comment on how you feel you can improve and what the company can do to help you. Provide back up if you feel any negative comments are grossly unfair. Step 7 Make a copy for your records and discuss your comments with your boss. The performance review is a two-way conversation where both parties need to work together to make the business stronger. Warnings Never make comments in anger. This will only undermine you and cause management not to take you seriously. Take time and cool off before starting this process. Tips If your manager refuses to listen to your comments (especially if they are in response to a negative review), you may have to escalate your comments to a higher manager. Make sure you have exhausted all opportunities to speak with your direct supervisor about the review before you do this. ==================
- 3. 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. 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 comments sample (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
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