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1. Performance appraisal employee comments
In this file, you can ref useful information about performance appraisal employee comments such
as performance appraisal employee comments methods, performance appraisal employee
comments tips, performance appraisal employee comments forms, performance appraisal
employee comments phrases … If you need more assistant for performance appraisal employee
comments, please leave your comment at the end of file.
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I. Contents of getting performance appraisal employee comments
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As an employee, your job is to perform the duties that you were hired to do according to, or
above, company standards. To gauge your performance, your employer conducts periodic
appraisals of your work. During the appraisal meeting, your boss discusses with you his
assessment of your work. His rating indicates whether you have met, exceeded or failed to meet
the requirements of your job. You are also required to write your comments on the appraisal.
This is a challenging process that requires humility, objectivity and professionalism on your part.
Step 1
Record your performance over the course of the review period. This allows you to rely on your
recorded notes rather than your memory. For example, reviews are usually done yearly, so
during that time write down your required duties and how you executed them. Be specific in
taking notes. If you failed to perform certain duties appropriately, say why.
Step 2
Perform a self-appraisal before the actual review. Some employers require employees to fill out a
self-evaluation form before the appraisal meeting. During this period, recall and rate your
performance and state your areas of strengths and those that need improvement.
Step 3

2. Discuss the self-evaluation with your boss at the appraisal meeting. Your self-appraisal can
change your supervisor’s assessment from a negative to a positive, especially if she forgot about
some of your accomplishments.
Step 4
Convey your concerns and suggestions to your manager before writing them on the appraisal.
For example, if you are unsure of what you did wrong to receive a low rating, ask your manager
for clarification, then acknowledge your understanding on the appraisal.
Step 5
Ask your manager to give you some time to write your comments, such as by the next day. Take
the time to honestly reflect on your performance and to identify resources that you may need.
Even if you have had a positive review, still examine your strengths and weaknesses so you can
become an even stronger asset to the company.
Step 6
Write your comments in an objective and professional manner and refrain from taking your
manager’s criticisms personally. If applicable, state your understanding of the goal plan, which
includes objectives that you must meet by the next review period. The goal plan also includes
your boss’s recommendations, such as additional onsite training or attending workshops and
seminars.
Step 7
Finish your comments by thanking your boss for his support and guidance.
==================
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

3. 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

4. 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.
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