This document provides information and guidance about writing performance appraisal employee comments. It discusses using a balanced approach that showcases skills and accomplishments but avoids arrogance. Reviewing job skills and describing how skills have been applied or improved is recommended. Noteworthy achievements and contributions to team success should be highlighted. Comments can also address future career goals and how the employee can help the company achieve its objectives. The document also briefly outlines several common performance appraisal methods like ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales.
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Performance appraisal employee comments sample
1. Performance appraisal employee comments sample
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I. Contents of getting performance appraisal employee comments sample
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Writing about yourself can be difficult, especially if it's the annual performance appraisal that
you never looked forward to, anyway. Each year, it seems that many employees and supervisors
would rather do anything else than the chore of rating themselves and their subordinates.
Performance appraisals can affect your employment status -- a salary increase, promotion, job
assignment or even continued employment may depend on your well-thought-out comments.
Use a Balanced Approach
It takes a delicate hand to strike a balance between being modest and tooting your own horn
when you rate your job performance. Don't sell yourself short by failing to showcase your skills,
yet avoid being too cocky about your abilities because it could rub your boss the wrong way --
especially if your boss' appraisal doesn't reflect such a high opinion of the quality of your work,
your work ethic or your ability to meet the company's expectations.
Examine Job Skills
Comparing your job skills to the required skills and preferred skills for your job is a solid
foundation for writing your appraisal comments. Review your job description and list the skills
that are required; do the same thing for preferred skills. Take inventory of your job skills,
meaning the skills you possessed when you accepted the job and the skills you've acquired
during the course of your employment. If you acquired skills that you haven't yet put to use,
explain how the skills training will improve your future performance.
2. Showcase Noteworthy Accomplishments
Describe the accomplishments of which you're especially proud, particularly if they're tangible,
measurable ones. For example, if you increased your sales by 25 percent when the company's
expectation is for sales personnel to make the 10 percent mark, include that in a section titled
"Noteworthy Accomplishments." Alternatively, list any commendations or praise you've
received from peers, clients and supervisors during the past year or the length of the appraisal
period.
Show Team Spirit
Whether you're part of a loosely structured work group or assigned to a specific team, describe
your interactions with colleagues, subordinates and supervisors in a positive tone. Your appraisal
document isn't the place for griping about co-workers or complaining about being the workhorse
for your team. Focus on what you contribute -- not what others don't contribute. Your appraisal
should contain very few, if any, mention of co-workers, unless you're describing a successful
team effort.
Envision The Future
Your appraisal comments may affect the immediate future, meaning a raise or a promotion based
on excellent work. But include comments that address your future with the company and your
part in helping attain its goals. For example, Forbes contributor Lisa Quast recommends a
"career development plan" in her January 2014 article, "Self-Evaluations: The Key to Career
Development." Your career development plan is fundamental for achieving future success with
the company and is an effective way broach the topic of professional growth and advancement
opportunity with your employer.
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III. Performance appraisal methods
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. 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. 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.
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