Performance Appraisal Phrase Book 3bw5l

Performance appraisal phrase book In this file, you can ref useful information about performance appraisal phrase book such as performance appraisal phrase book methods, performance appraisal phrase book tips, performance appraisal phrase book forms, performance appraisal phrase book phrases … If you need more assistant for performance appraisal phrase book, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal

I. Contents of getting performance appraisal phrase book ================== Most supervisors are tasked with the annual event of completing a performance appraisal for each of their employees. Not only must supervisors rate an employee usually in multiple competencies, but more importantly, they must communicate this rating to their employee. Perhaps the two most important words that help communicate where an employee stands throughout the year and during the appraisal process are, “For example.” A recent survey revealed that 72 percent of companies that held performance appraisals were not satisfied with the process. While there are many reasons for a company to be unsatisfied with its process, there usually is only one reason that employees are generally unsatisfied: the supervisor’s rating is not as high as the employee believes it should be. As a supervisor, it is important to paint a picture for an employee that he or she can relate to and that will clearly reflect a particular attitude or behavior. When you review the rating for an employee’s competency level, be sure to ask yourself the following questions:  

Are you able to that decision with two to three specific examples? Are you able to adjust those examples to convey how achieving a point or two higher rating would have been exhibited?

Often supervisors don’t spend as much time and effort in communicating the results of a performance appraisal review with an employee as they do in preparing it. However, communication is key to a successful relationship with the employee. Communication does not begin at the end of the review process, but rather at the beginning. Clear expectations should be set from the first day of the supervisor/employee relationship. Expectations should include not only what the standards for the position are and the level of performance required, but should also include how to reach beyond the standard. Communicating these expectations on an on-going basis provides an opportunity to:   

Clarify Redirect Collaborate

Adhere to these actions throughout the year, and you will ultimately shape the outcome of the performance appraisal review. While every performance appraisal form may be different and rating scales may use a variety of to distinguish average performers from superior performers, eventually the words will have little meaning to employees because they will know which bucket they fall into. However, including the phrase “for example” in your ing comments provides more depth to the employee’s understanding of their current status and how to achieve a higher standing. The phrase “for example” emphasizes to the employee that your explanation is a well-thoughtout remark, concern or rating. It reinforces to the employee that this is not simply an arbitrary number that has been selected or a subjective manager’s opinion. As a supervisor, these words provide a way for you to validate and structure your assessment and put your conclusions into action. With the use of these two simple words, employees will have a clear understanding of the rating that you have assigned to the competency, as well as how to improve, which instills in the employee that the rating is fair, objective and constructive. ==================

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 istration, 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 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 ed by descriptions, is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; may be too much and may appear to be punishment.

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