Employee performance appraisal phrases

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I. Contents of getting employee performance appraisal phrases

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Employee appraisals are periodic checkups to ensure that your staff is performing to your
expectations. They also allow you to make corrections or adjustments, as necessary. Effective
appraisals often use key phrases and a rating system to provide the employee with a clear picture
of his performance. Knowing some key phrases can make writing the appraisal easier.
Positive Phrases
Positive phrases inform the employee about what she is doing right. The phrases often start with
such positive terms as builds, excels, exceeds, applies, creates and encourages. The
remainder of any such phrase generally describes or explains the positive aspects of an
employees performance. For example, if an employee contributes helpful information during
meetings, the performance review could state encourages thoughtful discussions with
reasonable and logical ideas and opinions. Common phrases includes exceeds expectations,
works well with others and keeps abreast of changes.
Negative Phrases
Not every appraisal is positive. Negative phrases should instruct the employee about what he is
lacking. When writing a negative phrase, be direct and concise. Common phrases often start with
negative language such as does not or fails to. If an employee often misses the big picture
and focuses too much on inconsequential details, you could write fails to see the big picture by
overcomplicating simple matters. Other phrases include timid around his peers, does not
meet expectations and fails to follow directions.

Explanations
The phrases in an appraisal are generally starting points for a more meaningful discussion. While
key phrases help encompass a general idea, specific commentary is more helpful to the
employee. After writing a key phrase, jot down a few comments that provide specific examples
of what the employee did to deserve a particular comment. The explanations do not need to be
drawn out. If an employee exceeded expectations, you simply include information such as
employees sales goal was X and he exceeded by (specific amount or percentage).
Other Issues
Personalize the review to maximize effectiveness. According to Dummies.com, the employees
name is one of the most powerfully charged words. Avoid using employee or some other
neutral term. If you are review John Doe, for example, use John or Mr. Doe depending on
the level of professionalism and the type of review.
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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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