Free performance appraisal form template

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I. Contents of getting free performance appraisal form template

==================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 you’re 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, you’ll 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 didn’t 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 employee’s 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, it’s 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 won’t succeed without productive people at every level. And while there’s always more that could be done (or less,for that matter), let your employee know how productive you feel they’re 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 it’s 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, you’ll be able to fill out sections on the employee’s 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 they’re not applicable to the job or the employee in question.

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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 – Rater’s 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 MethodEmployees are ranked according to their performance levels.It is easier to rank the best and the worst employee.Limitations of Ranking MethodThe “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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