Sample performance appraisal form
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I. Contents of getting sample performance appraisal form
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If completing a self appraisal as part of the performance evaluation process ‘scares’ you, now is
the time to get over your fear! Organizations do not ask you to complete a self appraisal just to
make you feel involved in the performance review process. The self appraisal process:
 Empowers you to think about your performance over time and identify your own
accomplishments, challenges, strengths and opportunities for improvement.
 Helps you to focus on your behavior. The better you are at understanding the behaviors
and skills related to success, the better you can be at targeting your efforts on the job.
 Prepares you to have a productive and meaningful performance review discussion with
your manager.
Step 1: Understand How Your Self Appraisal Will Be Used
Start by asking your manager how your completed self appraisal will be used in the performance
evaluation process. Determine who will view your self appraisal (e.g., your manager, matrix
manager, higher level manager) and clarify how your manager plans to use it in completing your
final performance review.
Step 2: Don’t Just Focus on Completing the Self Appraisal Form
Remember, the self appraisal is not just about making ratings. Completing the ‘form’ will be
easier if you prepare and take them to think about your performance over the course of the year.

Review your job description and performance goals to make sure you have a fresh understanding
of expectations. Set aside time to think about the past year and to review work samples that
showcase your abilities/efforts. This will also refresh your memory of all the hard work and
goals you have achieved.
Step 3: Identify Your Accomplishments
Consider these questions:
 What goals did I accomplish?
 What goals still need to be accomplished?
Articulate your accomplishments and relate them to your individual goals and organizational
goals. Given large spans of control and the virtual workplace, your manager may not be able to
effectively observe all aspects of your performance on a regular basis. Now is your opportunity
to describe and highlight how what you have done directly related to team and organizational
success, as well as surface unknown challenges being faced.
Step 4: Understand Your Challenges and Opportunities for Improvement
Don't play down your challenges and opportunities for improving performance. Take time to
think through the challenges you encountered throughout the performance period. Are there
variables that are prohibiting more successful performance or have new projects/issues cropped
up? Recognize mistakes or things that you know need to be changed. It is important to take
accountability and then describe your plan of action for improvement going forward.
Step 5: Make Your Self Appraisal Ratings
Familiarize yourself with the entire self appraisal form before you begin assigning ratings. Read
through all of the competencies or performance criteria to refresh your memory of expectations,
the instructions and rating scale definitions.
 Start at the mid-point (e.g., a “3” on a 5-point scale) of the rating scale and move the
rating up or down, based upon specific examples of performance over the course of the
year.
 Don’t focus on one unusual episode - either good or bad. It is important to make sure one
really excellent or poor incident does not color your rating for the whole year.
 Offer supporting behavioral examples for your ratings. Include examples from your notes
and work samples. This allows you to make your most accurate rating.
 Ensure comments support/match with ratings. If you choose to give yourself a “5”, make
sure you can support that rating with comments and example of your performance.
Step 6: Focus on the Future

Upon completion of your appraisal, you need to think about the things that you will need to be
successful in the future. Identify the support and resources that will help you overcome
challenges and increase your performance in your current role. Be prepared to ask for that
support during the performance review discussion with your manager to ensure that you are set
up for success in the coming year. Lastly, plan to discuss your desired future roles in the
organization. Ask for opportunities to become involved in new things, training programs,
experiences and relate these experiences to how it will help you to develop and increase your
contribution going forward.
Step 7: Make it Easy on Yourself for Next Time
Following the 6 steps outlined above will get you through this year but this final step will build a
foundation for success going forward. Meaningful and productive self appraisal will be much
easier if you spend time tracking your own performance throughout the year. Use your online
performance appraisal system to make note of the outcomes of projects you have worked hard on
and document your accomplishments. The data that you collect during the year will make the self
appraisal process a lot less stressful next year.
==================
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
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. 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
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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