Performance appraisal example

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I. Contents of getting performance appraisal example

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This past year, I really worked on improving my teamwork skills. After completing the 2-day
Teamwork 101 course, I had a much better understanding of team dynamics and how to
contribute more effectively in the various roles and stages of team development.
I served on 3 key teams this past year: the corporate social responsibility committee, the
customer service process improvement team and the team involved in successfully completing
critical orders for our customer Dunrite.
On the corporate social responsibility team, I assumed greater leadership, taking on the role of
event coordinator. I successfully organized our annual food drive and cancer fundraiser. For both
these events, I recruited more volunteers than we've had previous years (10 vs 6 for food drive;
22 vs 13 for cancer fundraiser) and made sure we all shared the same understanding of team
goals, roles and responsibilities. For both events, I held weekly team meetings and sent our notes
on what we'd discussed and agreed to. I also made a conscious effort to give everyone a chance
to share their ideas and feedback, especially the quieter more introverted members. Team
members commented on how much more smoothly both events ran this year. In both cases we
exceeded our fundraising goals.
On the customer service process improvement team, I played more of a supporting role. Despite
my heavy workload, I attended all team meetings and completed my action items on time. In
addition, I was the one who suggest we approach Ken from IT business tools and then invited
him to meet with the team to explore possible improvements to our order entry software tool.

This proved to be a key action for the team because it allowed us to understand the opportunities
and limitations we faced with tool. As a result, our team was able to put forward practical
recommendations for process improvements that shaved a half day off our current order
fulfillment process.
I was also one of the customer service representatives who worked on the special project for our
customer Dunrite. This team struggled a lot because we had different ideas about the priorities,
sequence of actions and responsibilities of the team. After a few rough weeks of work, with a lot
of conflict, I suggested we hold a facilitated team meeting to help get to the root of our conflicts.
Before we held the meeting, I met with John to discuss his aggressive demeanor with the team. I
explained to him how valuable his contributions were, but that his behavior was being perceived
as aggressive and threatening by some and harming team communications and performance. We
talked about ways to reset or diffuse the situation. John had been unaware of his impact on the
team, and our conversation helped him change his approach. The team was able to constructively
air their differences, come to agreement on priorities, responsibilities and process, and we
successfully completed the customer order on schedule.
==================

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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