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1. Performance appraisal sample wording
In this file, you can ref useful information about performance appraisal sample wording such as
performance appraisal sample wording methods, performance appraisal sample wording tips,
performance appraisal sample wording forms, performance appraisal sample wording phrases …
If you need more assistant for performance appraisal sample wording, please leave your
comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting performance appraisal sample wording
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Self-evaluations are powerful tools that some managers require employees to use as part of the
company's performance management program. An employee self-evaluation is an assessment of
the individual's performance, which managers review during the appraisal process. To fill out an
effective self-evaluation, it is important to know the types of things that managers look for, so
you can include comments and phrases that are valuable, as opposed to empty phrases that do not
speak to your performance as an employee.
My Goals Are ...
Managers want to hear about your professional goals and objectives. Goals are an integral
part of running successful businesses, and having personal and professional goals means that you
are looking towards the future and planning out how to make leaps and improvements in your
work. The phrase "my goals are..." can enhance your self-evaluation by drawing attention to the
types of things you want to work on as an employee, along with the standards that you are
striving to meet. Follow up this phrase with something tangible and measurable, such as, "My
goals are to increase my productivity by 3 percent by next quarter."
I Want to Improve ...
A self-evaluation is a time for employees to consider the things that they do well, and the
things that they can improve on. Pointing out your weaknesses on a self-evaluation signifies to
managers that you want to do better and excel in the workplace. People who avoid commenting

2. on their improvement needs are ignoring the fact that there is anything to improve on and failing
to demonstrate the desire to be the best they can be. In your next self-evaluation, include a
statement about the things you can improve on. You might write, "I want to improve my
organizational skills so that I no longer miss meetings or deadlines."
Analysis. Design your own assessments too.
My Achievements Have Been...
Self-evaluations are where you should list your achievements and boast about the
accomplishments you had over the course of the year. A fair self-evaluation must have a balance
between weaknesses and strengths, so be sure to talk about the things you do well. List the
accounts you opened, the increased revenue you brought in, the marketing strategy that was a hit
or the famous project you were a part of. These are your highlights from the year, and it's
important to include the information, because your manager may not remember every
achievement you had.
Overcoming Obstacles
A comment about the types of obstacles you overcame can help you write an effective self-
evaluation. Overcoming challenges in the workplace is important for managers to see how you
handle difficult situations and manage yourself when the going gets tough. Whether the
challenges were related to co-worker conflicts, customer complaints, technological difficulties or
anything else, name the challenge and explain in your evaluation how you were able to overcome
the obstacle successfully.
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III. Performance appraisal methods
1.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
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method

3. i. 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.
ii. 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.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. 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
3. 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

4. 4. 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.
5. 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.
6. Behaviorally Anchored Rating Scales

5. 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.
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