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to finish her own evaluation of you, there's a good chance that she'll pull directly from it
(sometimes quite liberally) when she writes her own.
4. Start planning for your evaluation from the first day of the evaluation period. In other words, if
you're evaluated every December, start thinking about your evaluation 12 months earlier, in
January. Think about what your goals for the year should be, and lay out a plan to achieve them
including monthly or quarterly milestones to make sure you're on track. Then, work toward those
milestones, and at the end of the year when it's time for performance evaluations, you can ideally
show your manager that you met all of your goals for the year.
5. Keep an evaluation file throughout the year. If you start trying to think about what you did
well this year, you're unlikely to remember the fantastic reception your report got in February or
that great praise you got in June. Instead, keep a file where you jot down notes on project
successes during the year, so that it's handy when you're reflecting on your performance during
evaluation time. You can even include notes of praise from others in the file and reference them
in your review.
6. Ask colleagues to give feedback to your manager. Ideally, as your manager reflects on your
performance over the last year, she'll seek out input from other people who work with you
closely and who might have insightful perspectives on your work. But don't wait to see if she
does this, or take the chance that she might not ask the people best positioned to speak about
your accomplishments. Instead, think of who particularly appreciates the work you do and tell
them you'd be grateful if they'd provide input to your manager. It's fine to be direct about this; for
instance, you might say, "Jane, Susan and I are getting ready to do my annual performance
evaluation, and if you have any feedback on my work this year, I'd love it if you'd share it with
her."
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1. Essay Method
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