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Sample of performance appraisal
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I. Contents of getting sample of performance appraisal
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Performance appraisals of employees can take many forms, both formal and informal. Appraisals
can be used to motivate your staff, as well as to improve poor performance and recognize good
performance. They are a vital part of coaching your staff to peak performance.
Formal or Informal
Not all performance appraisals have to be formal. Simply praising an employee's performance
on a specific task as you walk past him can be an effective means of building morale and
encouraging high performance.
Building Morale
When you give your employees an opportunity to learn what an excellent job looks like, their
morale will increase because they will then be able to do a good job.
Encouraging High Performance
You can expect employees to do a good job only if you provide the coaching and mentoring they
need. In addition, when an employee is seen doing a good job and receiving kudos for it, other
employees may try to emulate her.
Compensation
Although financial compensation is rarely turned down, surveys have shown that money is not
often the biggest motivator for employees. Generally, knowing what is expected and being given

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the freedom to find the best way to achieve goals are more important in providing job
satisfaction.
Frequency
Formal appraisals should be done at least annually, though quarterly reviews are encouraged.
Informal appraisals can be done daily, whenever you see an employee doing well or see an area
where coaching can improve performance. Don't pass up the opportunity when it arises.
The Boss' Performance
Your employees should be given the opportunity to evaluate your performance. This portion of
the performance appraisal allows your employees to tell you how you can help them achieve
greater success, which ultimately will make your business more successful.
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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

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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

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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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