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Performance appraisal form format

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Performance appraisal form format

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In this file, you can ref useful information about performance appraisal form format such as performance appraisal form format methods, performance appraisal form format tips, performance appraisal form format forms

In this file, you can ref useful information about performance appraisal form format such as performance appraisal form format methods, performance appraisal form format tips, performance appraisal form format forms

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Performance appraisal form format

  1. 1. Performance appraisal form format In this file, you can ref useful information about performance appraisal form format such as performance appraisal form format methods, performance appraisal form format tips, performance appraisal form format forms, performance appraisal form format phrases … If you need more assistant for performance appraisal form format, 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 form format ================== It’s that time of the year again! The annual appraisal form is about to be dropped in your mailbox. And like so many others, you’ll sit on it till the deadline looms. Then you’ll scurry to fill it by copying from your colleagues and just get done with the ritual. This, however, is not the best way to go about it; nor is it a great idea to see your appraisal as a sheer formality. Getting a great appraisal depends a lot on how your efforts are listed on paper and summarised to reflect measurable growth. But, summing up each achievement succinctly in your appraisal form can be pretty challenging and exhaustive too. So just read on for some tips to make sure that the weight of your work translates effectively in your assessment form as well: Start with listing your responsibilities Your appraisal form gives you the perfect opportunity to speak about not just the work that you handle, but also about the initiatives, bigger projects and development plans that you are involved in. So, this is your chance to voice your involvement loud and clear and list all your responsibilities within your organisation. It is quite common for people to write lengthy essays or long paragraphs, but brevity is the key. It’s always better to write bullet points that reflect your achievements and goals and support them with explicit examples. This is an important occurrence that captures the spirit of the year, so attention to figures, facts and metrics are vital for a fruitful discussion. It’s better to keep a log of your feedback and refer to them. Connect your accomplishment with KRAs
  2. 2. Simply writing about your high-performance areas won’t suffice. Appraisals measure your performance based on the expectations from your employees. So, don’t just mention random facts, instead connect them to your KRAs. This will not only draw focus to your overall performance but also demonstrate that you have a good understanding of your job responsibilities. Keep your tonality crisp and professional Refrain from using informal words or phrases. It can be the worst way of writing your self- appraisal. Even the best of employees can appear shabby with a badly written self-appraisal. So keep your tone professional and sentences short. It’s always better to write in first person. Carefully acknowledge mistakes Unless you’re the best thing that ever happened to your organisation, you’re likely to have flaws or have made blunders too. Try and give the best feasible spin to your problem areas so that you don’t provide your boss ‘the noose with which to hang you’. Identify your short comings and ask for whatever assistance you require. Address your weaknesses; but tread lightly. Rather, focus more on your strengths. Evaluate honestly Some people simply talk about their achievements which could be a risky move. It can often backfire and in some cultures could be equal to a career suicide. So if you are planning to give yourself an “excellent” rating, make sure you have accomplishments to back it up. And if you aren’t really a stellar worker, be candid enough. Write about why your rating is low and how you are planning to turn things around. Ask for career development: Smart employees utilize appraisals to lobby for professional growth -opportunities. So even if your manager isn’t openly asking for it, include it nevertheless “because if you won’t ask, it’s never going to happen.” Be precise. Explain the parts of your work that excite you most and recommend ways to become more involved in them. You might be willing to be a part of a certain brainstorming meeting or keen on taking some sort of training. Just make sure your requests echo your business requirements as well. ================== III. Performance appraisal methods
  3. 3. 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 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
  4. 4. 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. 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
  5. 5. 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 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. III. Other topics related to Performance appraisal form format (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates
  6. 6. • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles

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