Free performance appraisal form template

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I. Contents of getting free performance appraisal form

template
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As an employer or supervisor you'll need of a form to evaluate your employees, you can use our
Employee Evaluation Form to help your employees develop and create a record of his or her
employee performance.
Use the Employee Evaluation Form document if:
You are the employer or supervisor responsible for employee evaluations and would like to an
evaluation form to follow and provide documentation of employee's job performance.
How to run an Employee Evaluation:
There are many different ways to use our Employee Evaluation form. You can fill one out online
with our step-by-step process and simply provide that feedback to the employee in question. You
can fill one out withthe employee and talk through the process, letting them know why youre
giving them certain ratings and allowing them to make a case for better marks. Or, as is quite
common, you and the employee themselves can fill out your own, separate evaluations, then
compare the responses. Often times, youll find that people who work for have a keen
understanding of their strengths and weaknesses. You may also learn about priorities or
achievements the employee is proud of that you didnt consider.
Key sections of an Employee Evaluation:

Here are some of the key sections to focus on, both when creating an Employee Evaluation, as
well as when discussing your employees work performance. Each of the following sections has
a ranking scale (from unacceptable to excellent), as well as a field for you to make specific
comments.

Attitude: Nobody wants to work with a grumpy, abrasive co-worker. Equally, its
important to let a positive, gregarious employee know that their attitude is appreciated.
Ability to meet objectives and plan their work: Having the right priorities is important,
but meeting those objectives and figuring out how to balance time is a key skill of
successful employees. Let your worker know how you feel about their ability to meet
objectives and plan their work.
Overall productivity: Your business wont succeed without productive people at every
level. And while theres always more that could be done (or less,for that matter), let your
employee know how productive you feel theyre being. This can be very important if the
employee in question is on thin ice and can help motivate them to do better.
Overall quality: Getting things done is one thing. Getting them done well is a much more
important thing. Most business owners want workers who do less tasks but do them well,
so highlight the quality of your employees work and what you feel like they could do
better.
Judgment: Whether its holding their tongue while dealing with a problem customer or
choosing the right projects to prioritize, good judgement separates great employees from
good ones. Let the best of the best in your company know you notice they have the right
instincts.

Of course, youll be able to fill out sections on the employees strengths and weaknesses, their
major accomplishments, major areas to improve upon, and many more. You can also choose to
disinclude any of these evaluation sections if theyre not applicable to the job or the employee in
question.
==================

III. Performance appraisal methods

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
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.

2. 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.

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

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

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

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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

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