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Empowers you to think about your performance over time and identify your own
accomplishments, challenges, strengths and opportunities for improvement.
Helps you to focus on your behavior. The better you are at understanding the behaviors
and skills related to success, the better you can be at targeting your efforts on the job.
Prepares you to have a productive and meaningful performance review discussion with
your manager.
samples that showcase your abilities/efforts. This will also refresh your memory of all the hard
work and goals you have achieved.
STEP 3: IDENTIFY YOUR ACCOMPLISHMENTS
Consider these questions:
Articulate your accomplishments and relate them to your individual goals and organizational
goals. Given large spans of control and the virtual workplace, your manager may not be able to
effectively observe all aspects of your performance on a regular basis. Now is your opportunity
to describe and highlight how what you have done directly related to team and organizational
success, as well as surface unknown challenges being faced.
STEP 4: UNDERSTAND YOUR CHALLENGES AND OPPORTUNITIES FOR
IMPROVEMENT
Don't play down your challenges and opportunities for improving performance. Take time to
think through the challenges you encountered throughout the performance period. Are there
variables that are prohibiting more successful performance or have new projects/issues cropped
up? Recognize mistakes or things that you know need to be changed. It is important to take
accountability and then describe your plan of action for improvement going forward.
STEP 5: MAKE YOUR SELF APPRAISAL RATINGS
Familiarize yourself with the entire self appraisal form before you begin assigning ratings. Read
through all of the competencies or performance criteria to refresh your memory of expectations,
the instructions and rating scale definitions.
Start at the mid-point (e.g., a 3 on a 5-point scale) of the rating scale and move the
rating up or down, based upon specific examples of performance over the course of the
year.
Dont focus on one unusual episode - either good or bad. It is important to make sure one
really excellent or poor incident does not color your rating for the whole year.
Offer supporting behavioral examples for your ratings. Include examples from your notes
and work samples. This allows you to make your most accurate rating.
Ensure comments support/match with ratings. If you choose to give yourself a 5, make
sure you can support that rating with comments and example of your performance.
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
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
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.