Performance appraisal forms samples

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I. Contents of getting performance appraisal forms samples

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An employee performance review is so much more than the sitting down and getting the
paperwork done! The performance appraisal form is simply a guide to help you structure the
discussion. and keep a record to refer back to at a later time.
The formal performance review discussion doesn't replace "day to day" feedback and
discussions. Rather it is the formal step in an ongoing dialogue between a team member, and his
or her team leader, which provides the opportunity to air any concerns and talk about career
moves, explore learning opportunities and set goals for the year ahead.
Obviously, the best performance feedback discussions are conducted within an atmosphere of
trust - which only comes about if you have paved the way, throughout the rest of the year, as a
leader who behaves in such a way that you inspire and deserve trust.
As was noted on the performance appraisal examples page - the best performance appraisal
discussions happen when the team member completes a self-appraisal first and - as was
discussed in the employee performance review article - comes to the meeting with the mindset
that she or he is responsible for improving his or her own performance.
Talk about any weaknesses in terms of needs, and learning opportunities ,and keep in mind that
the best performing organizations now use the research, of Marcus Buckingham and Donald
Clifton in the book, "Now Discover Your Strengths". The research shows that the best

performing people and organizations focus on people's strengths and look for ways to work
around people's weaknesses - rather than trying to get them to 'fix' their weaknesses.
Listen more and talk less. Your focus and mindset should be one of curiosity - your goal is to
understand your team member's perspective and strengthen the relationship between you. So
listen carefully, summarize regularly what they have said, and work together to come up with
ideas and plans, that enable the team member to consistently improve his or her performance.
Focus On Strengths
Be careful of pre-judging. You may not have all the relevant information and facts until your
have heard the team member's point of view. Plan the important messages that you want to get
across - but stay open to the fact that your perspective may well shift, once you have listened to
the team member.
If appropriate, you may wish to discuss with a colleague or your manager, your planned
approach on introducing or discussing a particular topic that has the potential to be 'sticky'.
Feedback from others could make your task easier, as they may have had to tackle a similar
situation in the past - or could see how you might inflame a situation with the wrong approach or
choice of words.
As you are preparing for the discussion, some areas to think about are:

The team member's current job priorities and how they may have changed in the past 12
months

How job priorities might change in the coming 12 months

How they have performed against agreed goals and development activities since the last
appraisal period

Changes that are coming up and how to best prepare for the changes

Feedback you have received from others (be VERY careful with this one - in the ebook
Influence Tactics I reiterate many times that you should never give 3rd-hand feedback.)

Any plans (e.g. promotion opportunities, or new projects) coming up that you have lined
up for the team member - but don't make any promises or indications that you can't keep!

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III. Performance appraisal methods

1. 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.

2. 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.

3. 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 Raters biases

4. 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

5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

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