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1. Performance appraisal comments sample
In this file, you can ref useful information about performance appraisal comments sample such
as performance appraisal comments sample methods, performance appraisal comments sample
tips, performance appraisal comments sample forms, performance appraisal comments sample
phrases … If you need more assistant for performance appraisal comments sample, please leave
your comment at the end of file.
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I. Contents of getting performance appraisal comments sample
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The performance review can be an extremely stressful part of an employee's job. The
performance review is typically a yearly examination from both the employer and employee
concerning the employee's job performance and defining the employer's job demands and
culture. Many employers want comments back from the employee once the review is done.
While the types of comments depend on whether the review is good or bad, the process of
commenting on the review should be the same no matter what the contents are.
Step 1
Read the review a few times. The review process tends to be a bit mentally and emotionally
overloading, so you may not at first fully process all the information that your supervisor has
thrown at you.
Step 2
Put the review away for at least 24 hours. You may be so fired up about the comments (both
good and bad) that you want to respond immediately. Fight that urge and allow time for your
brain to process the review. If the review was negative, this will allow you time to cool off and
think constructively about what to say. Be pragmatic and understand that everyone can improve
somewhere.
Step 3

2. 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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3. III. Performance appraisal methods
1.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
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. 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.
ii. 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.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. 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 – Rater’s biases

4. 3. 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
4. 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.
5. Essay Method

5. 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.
6. 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.
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