Performance appraisal sample wording

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I. Contents of getting performance appraisal sample wording

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This is the third in a series of five AMA Playbook blogs that will help you with
your performance management by redefining your companys expectations of its employees as
outlined in your annual performance review template. Modeled after Paul Falcone and Winston
Tans The Performance Appraisal Tool Kit: Redesigning Your Performance Review Template to
Drive Individual and Organizational Change (AMACOM 2013), the definitions below will help
you redefine communication expectations in your organization by raising the proverbial
performance bar and avoiding grade inflation.
Raising the bar in terms of performance expectations isnt as hard as most employers think. Its
simply a matter of defining what that particular core competency should look like in your
company from this point forward. Theres no better place to start than with your companys
performance review template.
Communication Phrases

Core, Traditional Descriptors

Sample performance appraisal language seen in various industries define Communication

along the lines of the following:
Communicates clearly and effectively at all levels. Produces easily understandable reports and
presentations. Effectively deals with others, both internally and externally. Respects
confidentiality. Provides timely feedback and follow up and manages others expectations
appropriately.

Looking at this language objectively with a clear set of eyes, you can hopefully see that the
expectations above are fairly humdrum and arguably dont communicate everything your
company might hope to elicit in terms of employee performance relative to this critical skill set.
If so, then try the descriptors below on for size and see if they might better reflect your
organizational expectations . . .

Enhanced Descriptors Reflecting an Organizations Heightened Expectations

Cultivates a culture of openness in information sharing. Regularly solicits constructive feedback,

builds consensus, and asks well thought out and well prepared questions. Encourages open
communication, cooperation, and the sharing of knowledge. Remains open-minded and willing
to entertain others ideas. Builds trust through regular, open, and honest communication.
Demonstrates candor and level headedness in all business dealings. Listens actively and always
responds in a respectful tone. Engages appropriately when in disagreement and pushes back
respectfully and in a spirit of good faith cooperation. Speaks persuasively and convincingly but
is not afraid to say, I dont know and then research an answer. Manages others expectations
appropriately and proactively communicates any potential problems or roadblocks. Effectively
feeds information upward and rarely leaves others flying blind or unaware of important updates.
Regularly looks for common ground and encourages collaboration among team members.
Welcomes positive confrontation rather than sweeping things under the rug. Assumes good
intentions until proven otherwise and always looks to bring out the best in others. Resolves
interpersonal conflict without drama or angst. Builds consensus via shared decision making.
Fosters a sense of shared accountability and group responsibility. Celebrates successes and
recognizes and appreciates others contributions. Confronts problems head on but in a firm and
constructive manner. Creates a work environment based on inclusiveness, welcoming others
suggestions and points of view.
==================

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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