Sample completed performance appraisal

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I. Contents of getting sample completed performance appraisal

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Employee evaluations are tough on everyone, including managers, and anxiety gets compounded
when you're not familiar with conducting performance reviews. Many small business owners are
management novices, and delivering critical feedback feels alien. If you want to move your
business forward, get used to the process. By being prepared, you can limit stress and make the
most of performance reviews.
Develop the Form
At the beginning of the year, develop the performance appraisal form that you'll use at year-end.
Base it on your business goals at the time. For example, if you hired a marketing person to work
on your branding, list criteria related to that job function -- creativity, initiative, project
management skills and teamwork are some important ones. Develop a rating scale, and give clear
examples of what the employee needs to do to earn a top score. If your top rating is "5 -Outstanding," behaviors deserving of a high score in initiative could include "staying later as
needed without being asked," and "proposing new marketing projects to management." Include
these examples in a box, next to the skill being evaluated. Give the employee a copy, and keep
one for yourself.
Completed Section Examples
Take notes on the employee's performance throughout the year, using your form as your guide.
That way, you avoid the temptation to base your final evaluation on criteria that the person didn't
know about, which is an unfair approach to performance reviews. Use your notes to assign
ratings and write comments. For example, if the employee always met deadlines, that's a sign of

"4 -- Excellent" project management, while always finishing work before deadlines shows "5 -Outstanding" project management. In the comments section, include your justifications and areas
for improvement: "Needed guidance on keeping track of many projects -- used a spreadsheet
developed by a coworker -- but always met expectations when it came to deadlines. Areas for
improvement -- approach manager when unsure about priorities."
Get Employee Feedback
Before you meet, get the person to fill out their own self-evaluation. Your performance review
meeting should be about comparing scores and finding common ground. Give the employee a
few days before the meeting to think about her performance and fill out the form. Then, when
you meet to discuss her progress, make notes and changes on your copy of the form, based on
your discussion. Staple the two sheets together.
Performance Development Plan
After you and your employee have agreed on the evaluation, discuss the next year's goals with
the person and how you think those goals relate to the worker's own professional development.
For example, "Now that we have our brand well-established, I'd like to work on our social media
marketing strategy. That means learning more about social media, and immersing yourself in the
social media space, will be important for you." Write these comments in a professional
development section of the feedback form, and ask the employee to come up with some personal
goals based on your comments, such as attending seminars and doing research on small business
Internet marketing. Sign off on these goals at a later meeting.
==================

III. Performance appraisal methods

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.

2. 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.

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.

6. 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.

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