Performance appraisal employee comments sample
- 1. Performance appraisal employee comments sample In this file, you can ref useful information about performance appraisal employee comments sample such as performance appraisal employee comments sample rates, small performance appraisal employee comments sample, performance appraisal employee comments sample calculator … If you need more assistant for performance appraisal employee 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 employee comments sample ================== Writing about yourself can be difficult, especially if it's the annual performance appraisal that you never looked forward to, anyway. Each year, it seems that many employees and supervisors would rather do anything else than the chore of rating themselves and their subordinates. Performance appraisals can affect your employment status -- a salary increase, promotion, job assignment or even continued employment may depend on your well-thought-out comments. Use a Balanced Approach It takes a delicate hand to strike a balance between being modest and tooting your own horn when you rate your job performance. Don't sell yourself short by failing to showcase your skills, yet avoid being too cocky about your abilities because it could rub your boss the wrong way -- especially if your boss' appraisal doesn't reflect such a high opinion of the quality of your work, your work ethic or your ability to meet the company's expectations. Examine Job Skills Comparing your job skills to the required skills and preferred skills for your job is a solid foundation for writing your appraisal comments. Review your job description and list the skills that are required; do the same thing for preferred skills. Take inventory of your job skills, meaning the skills you possessed when you accepted the job and the skills you've acquired during the course of your employment. If you acquired skills that you haven't yet put to use, explain how the skills training will improve your future performance.
- 2. Showcase Noteworthy Accomplishments Describe the accomplishments of which you're especially proud, particularly if they're tangible, measurable ones. For example, if you increased your sales by 25 percent when the company's expectation is for sales personnel to make the 10 percent mark, include that in a section titled "Noteworthy Accomplishments." Alternatively, list any commendations or praise you've received from peers, clients and supervisors during the past year or the length of the appraisal period. Show Team Spirit Whether you're part of a loosely structured work group or assigned to a specific team, describe your interactions with colleagues, subordinates and supervisors in a positive tone. Your appraisal document isn't the place for griping about co-workers or complaining about being the workhorse for your team. Focus on what you contribute -- not what others don't contribute. Your appraisal should contain very few, if any, mention of co-workers, unless you're describing a successful team effort. Envision The Future Your appraisal comments may affect the immediate future, meaning a raise or a promotion based on excellent work. But include comments that address your future with the company and your part in helping attain its goals. For example, Forbes contributor Lisa Quast recommends a "career development plan" in her January 2014 article, "Self-Evaluations: The Key to Career Development." Your career development plan is fundamental for achieving future success with the company and is an effective way broach the topic of professional growth and advancement opportunity with your employer. ================== 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 employee 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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