performance appraisal sheet

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I. Contents of getting performance appraisal sheet

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A performance appraisal, also called an employee evaluation, is a way for managers to keep tabs
on employee performance when running a business. The appraisal is a measurement tool that
lists key behaviors and duties essential to your work processyou, as the manager, are
responsible for rating the employee on each of these points.
Step 1
Determine the most important factors or attributes that you want your employees to display while
on the job. For instance, "arrive on time," "quality control" or "good customer service." List all
of these factors in bullet point format for reference as you develop your performance evaluation
form.
Step 2
Prepare the performance appraisal form with a listing of questions based on your requirements as
listed in Step 1. Categorize your list of questions into sections on the form so that it's simpler for
you and the employee to follow. For instance, you might have a section on punctuality, another
regarding the employee's responsiveness to customer inquires and yet another regarding
dependability.
Step 3
Create a rating scale to use on your appraisal form for each question on the sheet. For instance,
you can rate the employee on a scale of 1 to 5, where 1 shows a need for improvement and 5 is
for exceptional work.

Step 4
Fill out your appraisal sheet for each employee. Take your time when choosing ratings using
your own knowledge of the employee's work as well as feedback from customers and co-workers
if possible. This is called 360 degree feedback.
Step 5
Prepare questions and comments, in addition to the ratings, that you want to speak with the
employee about at the actual review. You can enter the comments directly on the form or jot
down notes for your own reference on a separate page. For instance, you might want to ask an
employee how she managed to improve her sales percentages in such a short period of time so
that you can use that information in your sales training procedures.
Step 6
Make a copy of the filled form for the employee to keep for his own records after you complete
the review meeting. Keep your copy of the appraisal in the employee's file.

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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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