Appraisal performance sample
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I. Contents of getting appraisal performance sample
Annual reviews can be a stressful time, but it can also be a time for positive career development.
The self evaluation is a tool to describe how well you’ve performed the previous year. You can
use the self evaluation to help drive the performance appraisal process and instead of letting your
manager decide the path to take, you can help steer the conversation to the positives that will
help boost your career. These 7 tips will not only help you with a career boost, but they will also
help you create a career development plan that will change your path at a company.
1. Speak in Terms of Career Development
Managers are looking for staff who they can trust. Writing your self evaluation in terms of career
development will demonstrate your desire to work at a company long term. It demonstrates
leadership capability: you want to take responsibility for yourself and how you can contribute in
your role. As you write your self evaluation, discuss how goals fit into your career path and how
your accomplishments contribute to the department and company.
For example, if you’re answering a question about teamwork, discuss your role and how it
relates to the team
As a team, we’ve had a number of resource challenges this year. I’ve worked hard to
compensate for these challenges by including people in projects in the places that are a best fit
for them. I’ve also contributed to a number of projects my co-workers are working on,
specifically the software refresh project, one we delivered two weeks ahead of schedule.
Teamwork is a core principle for our department and one which I am working hard to fulfill.
When you craft your answers to the bigger picture and to career development, you’ll find your
manager will review you based on the foundation you’ve set.
2. Be Specific About Successes
This is your self evaluation. Be specific about what you’ve accomplished the past year. You’ll
find that the successes you discuss will inevitably end up on your performance review. Most
managers have a ton of performance reviews, 360 evaluations, self reviews, and HR paperwork
to complete during the performance review process. Writing a detailed self evaluation,
highlighting your successes, will increase the likelihood these details will end up in your
I created a new customer service manual to be used for level 2 incidents. I performed thorough
research and testing and designed the manual to improve customer care. After rollout, we saw a
22% decrease in calls needing to be escalated to level 3 and a 26% increase in customer care
3. Ask How Your Self Evaluation Will Be Used
Ask your manager what he will use the self evaluation for. Ask if he will share it, if it will be
used for raises, or if it will be in your HR file. Many managers use the self evaluation to help
them prepare the performance review, so as you write, think about how you can make it easy for
your boss to use it. Knowing the larger audience that will read your self evaluation will help you
decide how to write it.
4. Carefully Acknowledge Mistakes
Instead of highlighting your mistakes, write about development opportunities. Writing about
shortcomings can be a difficult process and one which can be used against you in the future.
Instead, write about an area you need to work on and how you are going to improve in the future.
One area I am focusing on this year is improving my communication skills. Due to
geographically distances between team members, we often have difficulty being on the same
page. I am increasing the number of meetings I have with fellow staff and shifting my schedule a
day a week to improve in this area.
5. Rate Yourself Objectively
When you have facts and examples for a specific topic area, it’s easy to rate yourself an
“Exceeds Expectations,” when it’s less clear, you may have to settle on a “Meets Expectations.”
Think about each area you’re rating and how you would be rated objectively. If in doubt, think
about how your manager will rate you and how you can justify your rating if your manager rates
6. Ask for Training, Mentoring, and Coaching
Managers love employees who ask for help. Review the areas you’re challenged in and
judiciously as for training, mentoring, and coaching. Use the performance appraisal process as a
career development opportunity. Remember: if you don’t ask for it, you won’t receive it.
As I was promoted to supervisor this year, I’ve worked hard to help develop staff and improve
performance for our team. Over the next year, I’d like coaching to help further develop my team
and continue the path we’re on to high performance.
7. Plan for Next Year
Turn the performance review process into a positive one by framing your self evaluation by
asking for what you can do over the next year. Ask questions like, “What tasks would help you
or the team that I can take over?” or “What projects do you see me working on over the next
Building your self evaluation into one that helps develop you as an employee will chance the
dreaded process into one that you both enjoy and benefit from.
III. Performance appraisal methods
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
Advantages of Ranking Method
i. Employees are ranked according to their performance
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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