Performance appraisal form example
- 1. Performance appraisal form example In this file, you can ref useful information about performance appraisal form example such as performance appraisal form example methods, performance appraisal form example tips, performance appraisal form example forms, performance appraisal form example phrases … If you need more assistant for performance appraisal form example, 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 form example ================== If you are like most employees, you probably dread the annual performance evaluation process. It may seem as though you have no power to influence the outcome, so your strategy may be to just grin and bear it. In actuality, you probably have more power than you realize. Following are ten things to think about with regard to your performance evaluation. You may find that with a little foresight and a proactive approach you can make the evaluation process work for you. 1. Timetable. Most employers have a fixed schedule for employee performance evaluations. Usually, everyone is evaluated at the same time annually, or each employee is evaluated on the anniversary of his or her start date. Find out when your performance evaluation has been promised, and make sure your supervisor sticks to that timetable. 2. Purpose. The performance evaluation process should have a stated purpose. If the documents you receive do not contain a stated purpose, ask your supervisor to discuss this issue with you at the start of the evaluation process. 3. Anti-discrimination laws. Like every other aspect of your job, the performance evaluation process must comply with federal and state anti-discrimination laws. If you suspect noncompliance, you should document your concerns and bring them to your supervisor's attention immediately. 4. Privacy. You have a right to confidentiality of your performance evaluation. In most cases, only you and your supervisor will be involved in the evaluation process. Some companies may include a representative from the human resources department. Others
- 2. take a team approach. If you suspect a breach of confidentiality, you should document your concern and take it to your supervisor immediately. 5. Focus. Obviously, your workplace performance evaluation evaluates how well you are doing your job. You have a right not to be evaluated on factors unrelated to how well you do your job. For example, it is legal for your employer to assess your loyalty to the company, but it would be illegal to evaluate you based on your religious affiliation. 6. Compensation. Is the performance evaluation process tied directly to a compensation increase? If so, what factors determine whether employees get a raise? Find out whether raises are based on merit, cost of living, or some other factor. 7. Objective versus subjective criteria. Objective evaluation criteria include test results and other measurable goals, such as number of sales calls made. Subjective criteria, on the other hand, are those measured by the evaluator's personal assessment of the employee's performance, such as evaluating tasks on a scale from "extremely satisfactory" to "satisfactory" to "average," etc. A good performance appraisal form includes objective criteria for evaluation as well as subjective criteria for evaluating the employee's performance. If your evaluation form does not include some objective criteria, investigate whether you could suggest some objective criteria to add to the form. 8. Negative appraisal. As a general matter, your performance evaluation should be specific, and this is especially important when you've been evaluated negatively. If your performance evaluation contains criticism, ask your supervisor to provide very specific examples to support the evaluation, and request specific suggestions for improvements. 9. Evaluate the evaluator. Although it is rare, some courts have recognized an employee's cause of action against an employer for negligent performance of performance evaluations. In other words, your employer may owe you a duty to act in a reasonable manner in evaluating your performance. Thus, if you feel that the person in charge of evaluating your performance has not acted competently, you may wish to discuss it with human resources personnel, your union representative, or an employment law attorney. 10. Retain records. Be sure to keep a copy of every performance evaluation, as well as informal assessments of your job performance, such as an e-mail message that commends you for a job well done. These records may be your insurance against arbitrary termination or demotion. Some courts have even ruled that performance appraisals create an implied contract of employment. - See more at: http://employment.findlaw.com/wages-and-benefits/considerations- for-your-performance-evaluation.html#sthash.9pgx8uMf.dpuf ================== 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 form example (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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