Performance appraisal format for employees

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I. Contents of getting performance appraisal format for

employees
==================
The HR Officer or Manager has the dreaded task of preparing all the performance appraisal
evaluation forms but the one who does the evaluation will usually be the direct supervisors.
Performance appraisal is very important in an organization because it is imperative to maintain a
highly motivated and good quality employees, and this is very important if you want to reach
your long-term goals and objectives. In an organization, the most important asset is the
manpower. The HR Department has to know if they have properly deployed qualified employees
in the operations. The department has to know how to motivate the employees and this can be
done through an interview. Performance appraisal should also be done if the organization wants
to have self sustaining daily operations.
But first, what actually is a performance appraisal and why is it necessary to have an evaluation
form? A performance appraisal or sometimes known as an employee appraisal is a process or a
method in which the performance of an employee is appraised or evaluated usually in terms of
quantity, quality, time and cost. The major purposes of this are to provide comments to your
employees; recognize and identify whether your employees are in need of training; to provide a
documentation criteria employed to allocate organizational rewards; create a basis or a guide for
personnel decisions like promotions and salary increases; give the opportunity for the
organizational examination or diagnosis for its progress and development; make possible the
communication between the administration or the management and the employees; to validate
and confirm the selection methods and HR policies and rules; and to be able to adhere to the
federal Equal Employment Requirement needs.

Every performance appraisal course has a different presentation, approach, technique, etc.
depending on the needs of the organization. This is where strategic management comes in.
It is also important for an organization to use a uniform evaluation form when conducting a
performance appraisal to make sure that they have a consistent criteria and guidelines which can
become the basis for future HR decisions. These forms will be kept in each employee files and
some companies refer to this file as the Employee 201 file. The name differs from one
organization to another though.
Performance appraisal should be thought of as a continuing developmental process rather than a
formal monthly or annual review. It should be well monitored and closely monitored by both the
HR and the employee to make sure that the targeted results and objectives are being met. There
are actually a few things to remember before giving the evaluation to the employee:

First, you have to make sure that you give the employee advance notice.
Review mutually the unspoken and agreed expectations in connection to the job duties
and the standards.
Take a look at the job performance and compare them to the standards.
Steer clear from paying close attention to a number of things from that job at the expense
of the other.
Make sure that you review the employees background which includes training, skills and
experience.
Concentrate on areas that are more important.
Make sure to create a development plan that can include training and other projects.

Performance appraisal is a must for each organization whether profit or not profit organization
because this will facilitate Total Quality Management, which means that your productivity will
continuously improve in terms of quality and this creates a win situation both for the
organization and the employee.
==================

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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