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In this file, you can ref useful information about employee comments on performance appraisal
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performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
Step 3
Review the evaluation your supervisor gave you line by line. Avoid using a confrontational tone,
even if your supervisor appears to be defensive about the ratings he gave you. Evaluation time is
stressful enough without the added angst of responding to a supervisor's ratings that you believe
aren't an accurate assessment of your job performance. Likewise, don't become defensive about
your supervisor's comments or ratings. Through a two-way discussion, you can explore any
differences between what you think your rating should be and how your supervisor rated you.
Rebut any ratings you believe are unfair or inaccurate with concrete examples of your
performance, such as records, commendations or statements from colleagues and customers.
Step 4
Express your appreciation for the areas where your supervisor gave you above-average and
superior ratings for your job performance. If you agree with the areas your supervisor indicated
you need improvement, ask for suggestions on how you can best improve your performance.
Consider skills training, refresher training or professional development as means to improving.
For example, you could say, "Thank you for recognizing the effort I put in to ensuring the
financial data for the company is accurate. I appreciate your comments about my performance. I
agree that I need to work on improving employee engagement in my department. What do you
think about these upcoming workshops sponsored by the American Society of Training and
Development?"
Step 5
Offer to summarize the comments you and your supervisor made during the evaluation meeting.
Tell your supervisor that you would like to write a formal response to your evaluation and add it
to your personnel file. Agree on a time to review your written summary.
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1. Essay Method
3. 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 Raters biases
4. Checklist method
5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
This method speaks only of the position where an