Sample Completed Performance Appraisal
Sample Completed Performance Appraisal
Sample Completed Performance Appraisal
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"4 -- Excellent" project management, while always finishing work before deadlines shows "5 -Outstanding" project management. In the comments section, include your justifications and areas
for improvement: "Needed guidance on keeping track of many projects -- used a spreadsheet
developed by a coworker -- but always met expectations when it came to deadlines. Areas for
improvement -- approach manager when unsure about priorities."
Get Employee Feedback
Before you meet, get the person to fill out their own self-evaluation. Your performance review
meeting should be about comparing scores and finding common ground. Give the employee a
few days before the meeting to think about her performance and fill out the form. Then, when
you meet to discuss her progress, make notes and changes on your copy of the form, based on
your discussion. Staple the two sheets together.
Performance Development Plan
After you and your employee have agreed on the evaluation, discuss the next year's goals with
the person and how you think those goals relate to the worker's own professional development.
For example, "Now that we have our brand well-established, I'd like to work on our social media
marketing strategy. That means learning more about social media, and immersing yourself in the
social media space, will be important for you." Write these comments in a professional
development section of the feedback form, and ask the employee to come up with some personal
goals based on your comments, such as attending seminars and doing research on small business
Internet marketing. Sign off on these goals at a later meeting.
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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
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 Raters biases
4. Checklist method
5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
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
traits.
This method speaks only of the position where an