Performance appraisal form answers

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I. Contents of getting performance appraisal form answers

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Generally, employers conduct performance appraisals yearly to let employees know their
productivity and the areas they should improve on. Your performance appraisal may include
completing a self-evaluation regarding your job performance prior to the evaluation meeting.
During the actual meeting, your supervisor will go over the results of your self-appraisal and
discuss her own perceptions of your job performance. It is therefore critical that you know how
to answer questions relating to your performance appraisal.
Instructions
Develop an objective frame of mind before tackling questions. You may be tempted to give
yourself high marks on every question asked about your performance. But before you do, stop
and think carefully. If you exaggerate your achievements, your supervisor will most likely know
because she has been observing your progress. Ask yourself some tough questions before you
begin answering the appraisal questions.
Ask yourself if the work you have contributed made a positive impact on your productivity.
Examine your interaction with your coworkers, and how you have served customers. Determine
if you are aware of what is expected of you and if you have attained those expectations. Examine
whether you generally meet expectations or exceed them. Determine what you hope to ultimately
achieve in your career and how you plan to get there. Be honest in your conclusions.
Document how you contributed consistently to the company's overall objective. Use examples to
highlight your points. For example, if you are part of a sales team and you contributed to the
team's success, state the exact figures and dates of your achievements. If you provided above
average customer service to clients, list the communication strategies you used and any client

feedback you gained. Do not brag about your achievements; simply state them and back them up
with facts.
Discuss any additional training you gained during your appraisal period. Perhaps your supervisor
suggested you undergo additional training regarding a specific aspect of your work. Maybe you
learnt additional skills on your own that increased your work skills. Including this information
shows your assertiveness and your desire to grow as an employee.
Discuss your developmental needs. Ask for whatever training or resources you need to do your
job more competently. Inquire about the type of support available so you are aware of the avenue
you must take to attain growth in your career. If your supervisor is aware of your desire to grow,
it can boost your performance appraisal.
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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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