Performance appraisal evaluation forms

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I. Contents of getting performance appraisal evaluation forms

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Employee evaluations and performance appraisals are a chance for managers to interact with
employees and develop a plan for improving employee performance. By working with the staff
on their professional development, managers can use appraisals to increase productivity and
efficiency. There are elements in any employee evaluation that are essential to a successful
process. Identifying and using these key elements will create a more comprehensive and useful
appraisal process.
Job Description
A corporate job description needs to be a dynamic document that is updated as the position
evolves and changes. The manager should have a current copy of the employee's job description
on hand at the appraisal meeting to discuss the process of doing the job and how that process can
be improved. Updating the job description and making it an active part of the evaluation process
helps to create a more comprehensive and contemporary document for the next person to work in
that position.
Managerial Evaluation
A proactive manager keeps a set of notes on the performance of each employee throughout the
course of the year. When it is time for the annual performance appraisals, a manager can take out
her notes from the year and develop a more detailed managerial evaluation of the employee's
performance. Use your managerial observations to complete the human resources job evaluation

form more precisely and to create a development plan for the employee that will be an effective
professional development tool.
Employee Self-Evaluation
The employee self-evaluation is done on a form similar to the managerial evaluation. Encourage
your employees to make their own notes of their performance throughout the year and to use
those notes to fill out the self-evaluation. An employee self-evaluation will help you see if the
staff member sees his development in the same manner that you do. Ask for the employee to
submit his self-evaluation at least a week before the evaluation meeting so that you can compare
your evaluation with his. Examine the areas that seem to offer the most significant difference in
opinion, and prepare to discuss those at the appraisal meeting.
Follow-Up
A successful employee evaluation and performance appraisal requires follow-up by the manager
and the employee. Schedule weekly meetings with each of your employees to discuss their
progress and evaluate the developmental plan that was put into place during the appraisal
meeting. Adjust the developmental plan if necessary, but work together to try to achieve the
goals of the plan rather than trying to alter the plan to accommodate an employee's poor
performance.
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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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