Performance appraisal form for employees
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I. Contents of getting performance appraisal form for
Appraisal or evaluation forms are a common tool used by companies to assess an employee's
performance and share it with him. The intention of this formal appraisal process is to offer an
objective way for a manager to offer an employee feedback in the form of praise or criticism on
key criteria. However, some organizations are looking to get away from the use of formal
appraisal forms because of some common drawbacks.
Some organizations have scrapped the formal review process altogether because of the time it
takes, manager and employee disdain and limited perceived benefits. Additionally, some
companies feel that managers use formal appraisal forms and systems as an excuse to not offer
consistent, ongoing communication to employees. By eliminating appraisal forms and
requirements, company leaders believe they can more easily encourage managers to take time to
praise or critique works on a regular basis. Employees generally prefer to know where they stand
at any given point.
Ironically, one of the main arguments for appraisal forms, legal documentation, is often used as
an argument against them as of 2012. In his September 2011 article "Should companies eliminate
the traditional employee evaluation process?" Orange County Attorney Brad Bjelke notes that
inconsistencies between other documented problems with employees and appraisal forms can
cause problems after termination. If a supervisor inflates the employees scores or is too lenient in
the appraisal, but the company terminates based on poor performance, the employee can use the
appraisal feedback to claim unemployment or sue for wrongful termination.
Appraisal forms often list around 10 criteria on which an employee is assessed. For some traits,
like dependability, reliability or communication, different supervisors may have different
interpretations on what these mean from an employee standpoint. This can cause two supervisors
to assess employees that perform very similarly in completely different ways. This can lead to
low morale among workers who are more intensely scrutinized and may contribute to a lack of
fairness in awarding raises, promotions and bonuses.
A primary objective of an employee evaluation is to motivate the worker toward stronger
performance by having the supervisor reinforce strengths and offer criticism and feedback on
weaknesses. However, employees typically view formal appraisals negatively and only tune in
long enough to find out if they get a raise or bonus. Some managers even read directly from the
appraisal form to avoid the strain of sharing bad news or criticisms. Employers can offer raises
without appraisals and getting the forms out of the way can encourage more direct methods of
motivation such as praise and rewards for results.
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.
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