Performance appraisal employee comments

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I. Contents of getting performance appraisal employee comments

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As an employee, your job is to perform the duties that you were hired to do according to, or

above, company standards. To gauge your performance, your employer conducts periodic

appraisals of your work. During the appraisal meeting, your boss discusses with you his

assessment of your work. His rating indicates whether you have met, exceeded or failed to meet

the requirements of your job. You are also required to write your comments on the appraisal.

This is a challenging process that requires humility, objectivity and professionalism on your part.

Step 1

Record your performance over the course of the review period. This allows you to rely on your

recorded notes rather than your memory. For example, reviews are usually done yearly, so

during that time write down your required duties and how you executed them. Be specific in

taking notes. If you failed to perform certain duties appropriately, say why.

Step 2

Perform a self-appraisal before the actual review. Some employers require employees to fill out a

self-evaluation form before the appraisal meeting. During this period, recall and rate your

performance and state your areas of strengths and those that need improvement.

Step 3

Discuss the self-evaluation with your boss at the appraisal meeting. Your self-appraisal can

change your supervisor’s assessment from a negative to a positive, especially if she forgot about

some of your accomplishments.

Step 4

Convey your concerns and suggestions to your manager before writing them on the appraisal.

For example, if you are unsure of what you did wrong to receive a low rating, ask your manager

for clarification, then acknowledge your understanding on the appraisal.

Step 5

Ask your manager to give you some time to write your comments, such as by the next day. Take

the time to honestly reflect on your performance and to identify resources that you may need.

Even if you have had a positive review, still examine your strengths and weaknesses so you can

become an even stronger asset to the company.

Step 6

Write your comments in an objective and professional manner and refrain from taking your

manager’s criticisms personally. If applicable, state your understanding of the goal plan, which

includes objectives that you must meet by the next review period. The goal plan also includes

your boss’s recommendations, such as additional onsite training or attending workshops and

seminars.

Step 7

Finish your comments by thanking your boss for his support and guidance.

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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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