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Here are some of the key sections to focus on, both when creating an Employee Evaluation, as
well as when discussing your employees work performance. Each of the following sections has
a ranking scale (from unacceptable to excellent), as well as a field for you to make specific
comments.
Attitude: Nobody wants to work with a grumpy, abrasive co-worker. Equally, its
important to let a positive, gregarious employee know that their attitude is appreciated.
Ability to meet objectives and plan their work: Having the right priorities is important,
but meeting those objectives and figuring out how to balance time is a key skill of
successful employees. Let your worker know how you feel about their ability to meet
objectives and plan their work.
Overall productivity: Your business wont succeed without productive people at every
level. And while theres always more that could be done (or less,for that matter), let your
employee know how productive you feel theyre being. This can be very important if the
employee in question is on thin ice and can help motivate them to do better.
Overall quality: Getting things done is one thing. Getting them done well is a much more
important thing. Most business owners want workers who do less tasks but do them well,
so highlight the quality of your employees work and what you feel like they could do
better.
Judgment: Whether its holding their tongue while dealing with a problem customer or
choosing the right projects to prioritize, good judgement separates great employees from
good ones. Let the best of the best in your company know you notice they have the right
instincts.
Of course, youll be able to fill out sections on the employees strengths and weaknesses, their
major accomplishments, major areas to improve upon, and many more. You can also choose to
disinclude any of these evaluation sections if theyre not applicable to the job or the employee in
question.
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1. Essay Method
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
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