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Free performance appraisal form template
In this file, you can ref useful information about free performance appraisal form template such
as free performance appraisal form template methods, free performance appraisal form template
tips, free performance appraisal form template forms, free performance appraisal form template
phrases … If you need more assistant for free performance appraisal form template, please leave
your comment at the end of file.
Other useful material for you:
I. Contents of getting free performance appraisal form
As an employer or supervisor you'll need of a form to evaluate your employees, you can use our
Employee Evaluation Form to help your employees develop and create a record of his or her
Use the Employee Evaluation Form document if:
You are the employer or supervisor responsible for employee evaluations and would like to an
evaluation form to follow and provide documentation of employee's job performance.
How to run an Employee Evaluation:
There are many different ways to use our Employee Evaluation form. You can fill one out online
with our step-by-step process and simply provide that feedback to the employee in question. You
can fill one out withthe employee and talk through the process, letting them know why you’re
giving them certain ratings and allowing them to make a case for better marks. Or, as is quite
common, you and the employee themselves can fill out your own, separate evaluations, then
compare the responses. Often times, you’ll find that people who work for have a keen
understanding of their strengths and weaknesses. You may also learn about priorities or
achievements the employee is proud of that you didn’t consider.
Key sections of an Employee Evaluation:
Here are some of the key sections to focus on, both when creating an Employee Evaluation, as
well as when discussing your employee’s 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
Attitude: Nobody wants to work with a grumpy, abrasive co-worker. Equally, it’s
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 won’t succeed without productive people at every
level. And while there’s always more that could be done (or less,for that matter), let your
employee know how productive you feel they’re 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
Judgment: Whether it’s 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
Of course, you’ll be able to fill out sections on the employee’s 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 they’re not applicable to the job or the employee in
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 – Rater’s 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
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
Advantages of Ranking Method
Employees are ranked according to their
It is easier to rank the best and the worst
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
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.
III. Other topics related to Free performance appraisal form
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