Sample performance appraisal comments

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I. Contents of getting sample performance appraisal comments

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Performance evaluation or appraisals and reviews are an important part of any professional
setting. The human resource department of a company in consultation with the employee's boss
or department head is generally responsible for the evaluation of an employee's performance
over a year's time. While performance review is an annual affair in most companies, there are
some firms that have reviews on a biannual basis to let the employee know of his or her strengths
and weaknesses. Every company makes use of different performance appraisal methods in order
to evaluate the employee performance. Some firms ask the employees to fill out a self-evaluation
form which enables the employer to know what he or she thinks about himself or herself.
Performance evaluations are good ways of improving the morale of an employee by informing
him or her about his or her strengths and also letting him or her know how they are an asset to
the company. As a human resource professional, on several occasions it becomes difficult to
frame these performance evaluations correctly and without sounding overtly casual. It is here
that examples of performance appraisals come handy, enabling them to draft effective phrases for
performance appraisals properly. This article gives you some samples for your use.
Phrases for Performance Appraisals
Performance review phrases need to maintain a fine line between a formal tone and being very
casual. They also need to be written with authority while avoiding the adoption of a domineering
tone. Always try to tone down the negatives mentioned in the performance appraisals by
highlighting a few positives about the employee. It is important that employee performance
appraisals do not put down the morale of employees. There are many different key areas that are

discussed in performance appraisals. Evaluation comments for five of these key areas have been
given in this article. These aspects are time management and punctuality, stress management,
professionalism, communication skills, leadership and team building.
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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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