Performance appraisal responses
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I. Contents of getting performance appraisal responses
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Your employee evaluation is a part of your permanent employment file with your company. The
opinions and information gathered for your evaluation could help to determine your chances for
a promotion or a raise in the future. Regardless of whether you receive a mostly positive or
mostly negative evaluation, you should be prepared to write a response that will outline your
opinions and how you feel about your future with the company.
Keep notes of your accomplishments and your shortcomings throughout the year. The point of
your response to an evaluation is not to try to shine only a positive light on yourself and your
performance, but to give a well-rounded self-evaluation. If you take the time to point out where
you went wrong and what you learned from your mistakes along with the positive aspects of
your performance, then your written response will be more balanced and could carry more
weight in your employer's eyes.
Analyze your written evaluation from your meeting with your manager, and make notes on the
things that you would like to address.
Create a response sheet that details which sections of the employee evaluation you are
responding to, and include detailed information to back up your statements. When you respond
to a statement in your evaluation you should try to present facts from the information you have
kept throughout the year. If you feel your manager's impression of your performance in a
particular area was incorrect, respectfully point out where your opinion and your manager's
opinion differ. Cite examples from the year to let the company know that you are using
information that is based on actual events.

Use your written response as a chance to point out the good you have done throughout the year
that may have been left out. Take responsibility for your mistakes and outline what you have
learned from your errors. If you feel you had an especially productive year then use this chance
to mention the possibility of a raise, or advancement.
Make copies of all of your information before you submit it. Keep everything in an expandable
file folder at home to prevent others from going into your desk and finding it.
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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
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
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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