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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.
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1. 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.
3. Rating Scale
4. 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
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
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.