In this file, you can ref useful information about how to write comments on performance appraisal such as how to write comments on performance appraisal methods, how to write comments on performance appraisal tips, how to write comments on performance appraisal forms, how to write comments on performance appraisal phrases … If you need more assistant for how to write comments on performance appraisal, please leave your comment at the end of file.

1. How to write comments on performance appraisal
In this file, you can ref useful information about how to write comments on performance
appraisal such as how to write comments on performance appraisal methods, how to write
comments on performance appraisal tips, how to write comments on performance appraisal
forms, how to write comments on performance appraisal phrases … If you need more assistant
for how to write comments on performance appraisal, please leave your comment at the end of
file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting how to write comments on performance appraisal
==================
Performance appraisals are a matter of company policy, not law. Therefore, your company can
have completely ineffective and bizarre policies if they chose to. However, most companies are
fairly consistent in their approach. My answer will speak to what is generally the case--keep in
mind that your company's policies may vary.
Your supervisor is correct. Signing the review means that you received it. It does not mean that it
is correct, fair, reasonable, or anything else.
Most review forms have a place for comments. If your review lacks that space, it's perfectly
acceptable to write up your comments and staple them to the back of the review. If your boss or
HR objects, (and I'd be shocked if they did) then type it up in an E-mail and send it to your boss
and to HR.
You should write your objections to the appraisal, and write them fairly. Just state the facts.
Don't use emotion or accusations that your boss won't understand. Simply state your
disagreements, with some evidence in your defense. If the thing you object to is something
squishy like, "she has a bad attitude," well, attitude is in the eye of the beholder.
If this blot on your record negatively affects your overall rating, then you may want to proceed
with your company's appeals process. Tread lightly in this arena and make sure you are not

2. reacting with emotions, but facts. Your supervisor's boss is most likely going to side with your
supervisor, unless there is hard evidence that she is incorrect. (For example: If her complaint is
that you miss deadlines, but you can demonstrate with documentation that you do not miss
deadlines, then go ahead and appeal.) Your HR person should be able to walk you through this
process.
Some things are not worth complaining about. I had a manager write that I was not supporting
the company line on a particular project, and furthermore my attitude was affecting the junior
staff. I actually did object (strongly), but hadn't realized I was making my opinion known to the
junior staff. I asked: "What am I doing to indicate that I disagree with the direction the company
is taking?" She responded that I rolled my eyes and sighed during staff meetings whenever the
topic came up.
Now, truth be told, I was a part time employee in a job-share. Staff meetings were always held
on the days that my job-share partner worked. I hadn't been physically in a staff meeting for well
over a year. I would call in, occasionally, but unless I had a specific comment I kept the phone
on mute. Therefore, it was impossible that she had seen me roll my eyes or heard me sigh about
this project during a staff meeting.
But, since my overall rating was excellent, I let it go. She was wrong about how I displayed my
objections, but she was right in that I needed to change my attitude. Part of my job was to mentor
and train people--it was my responsibility to support the company.
And there are the dirty little secrets about performance appraisals: (1) Your overall rating matters
far more than the written documentation, and (2) even if your supervisor is dead wrong on the
facts, her view of what is going on matters. You have options: you can choose to fix what your
boss thinks is a problem, or you can continue on doing what you've been doing, knowing you are
right and receiving poor reviews because of it.
Most performance reviews, after they are signed and filed away, are never looked at again. So,
you should likely sign the form, write up your objection, and get to work fixing the things your
boss perceives as problems.
==================
III. Performance appraisal methods

3. 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.
III. Other topics related to How to write comments on performance appraisal
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