In this file, you can ref useful information about how to complete a performance appraisal such as how to complete a performance appraisal methods, how to complete a performance appraisal tips

1. How to completea performance appraisal
In this file, you can ref useful information about how to complete a performance appraisal such
as how to complete a performance appraisal methods, how to complete a performance appraisal
tips, how to complete a performance appraisal forms, how to complete a performance appraisal
phrases … If you need more assistant for how to complete a performance appraisal, please leave
your comment at the end of file.
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• 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 complete a performance appraisal
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Self-appraisal forms are increasingly used by employers to evaluate employee performance. Self-
appraisal forms can ask for a variety of information, from your strengths and weaknesses to your
recent accomplishments and future goals. Your answers to questions on a self-appraisal form can
then be used by your employer to assess your job performance. Knowing how to approach this
challenging documentation can make your finished self-appraisal a testament to your hard work
on the job.
Assess your daily activities. If you have several days to fill out your self-appraisal form, keep a
notepad on hand throughout one regular workday and jot down every important work-related
task that you complete. Review past projects and job responsibilities that you have taken on and
think about all the actions that you needed to take to successfully complete them, then document
them on your self-appraisal form.
List your major achievements for the period that is being reviewed for this performance
appraisal. Don’t fall into the trap of only mentioning those projects you’ve worked
on recently. If it is an annual performance evaluation, go back to the beginning of that year and
track every project you have completed, selecting your greatest accomplishments to highlight on
your self-appraisal form.
Determine your weaknesses. Everyone has at least one weakness, so don’t leave this area
blank. Consider an aspect of your employee performance that you could do better. If possible,
find a class or training seminar you could attend to strengthen your skills in this area, and ask
that the company send you to it or reimburse your tuition costs.

2. Highlight your strengths. Some self-appraisal forms ask you to identify skills you could use more
effectively. This is a good place in your performance appraisal to bring up any new projects that
you believe you’re qualified to take on or to mention skills that merit a promotion or
raise. Be sure to list your skills in a way that applies them to your job.
Set long- and short-term goals in your performance evaluation. If you know your employer is
likely to suggest improvement in a certain area or specific goals for your job, beat him to the
punch and list these goals yourself, along with steps you can take to reach them. A self-
evaluation is the place to let managers know where you’re headed and to propose yourself
for consideration if you suspect a job opening or the possibility for a promotion.
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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.

3. 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

4. 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.

5. III. Other topics related to How to complete a performance appraisal (pdf
download)
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