Examples of Written Performance Appraisals and Suggested Components to Maximize

Understanding the Value and Formats of Performance Appraisals

Performance appraisals serve many purposes within an organization. They offer insight into an individual’s performance, and they provide a standardized way to make comparisons among employees for salary or promotional based decisions. A collection of department examples of written performance appraisals also provides a company with information about its employees’ strengths and weaknesses, which can then be translated into company wide and department specific development initiatives.

There are many different types of performance appraisals numerical or scale based ratings, free form comments, or a combination of both. Because performance appraisals can be very sensitive and are closely related to promotional and salary based decisions, most companies utilize a format that contains numerical scores accompanied by supporting comments to justify or explain the chosen rating.

Whether a manager has to write a completely free form performance appraisal or draft many smaller statements to support different ratings, understanding how to write effective performance appraisals is critical to ensuring appraisals are valuable and representative of an employee’s performance. However, there are a few items that must be included in each performance appraisal, regardless of the company, department, or position. The following items represent those components that are required.

Employee name Manager name (and reviewer name, if different) Date of review Review period (typically, a calendar or fiscal year) Job title, level, or position Review instructions and evaluation criteria Overall rating (typically, exceeds expectations, meets expectations, and needs improvement) General feedback on performance to support the overall rating Two to three specific examples to support the overall ratingIn addition to the required components listed above, canada goose outlet there are many items that are highly recommended because they add tremendous value to the appraisal process. The following items are suggested components to any written performance appraisal.

Specific performance objectives based on the job description

Rating against each performance objective (typically, in the same numerical format as the overall rating) Specific job results and activities being reviewed Employee strengths and weaknesses Employee training needs and opportunities Suggested development goals (to be discussed and refined with the employee)As with all employee initiatives, there are some items that many companies would like to include, but there might not be enough time or resources. Notice that none of these items are provided in the following examples of written performance appraisals.

Excessive criticism or negative words

Specific details on salary increases, promotions, or bonuses (Conversations about compensation and promotions should be separate from performance reviews.)

Threat of disciplinary action for poor performance or underachievement (This should be covered during compensation and career development discussions.)

Focusing on the most recent or memorable activities as the sole basis for review

Mentioning items that have not been previously discussed, either formally or verbally, with the employee

Providing general feedback that cannot be supported by examples

Placing emphasis on personality traits rather than productivity and results

Examples of Written Performance Appraisals

The following examples are brief excerpts of written feedback provided to support performance appraisals. Notice that these are excerpts from a collective review; therefore, not all of the required or optional components mentioned on the previous page are displayed. Additionally, these samples are meant to serve as a basis for feedback, canada goose outlet and they are not meant to be copied exactly for employees rated as exceeds expectations, meets expectations, or needs improvement.

John continuously exceeds manager expectations in the role of trainer. He effectively adapts to change, works well under pressure while maintaining a positive attitude, and has an exceptional ability to provide detail, which are especially critical to our department’s need to meet strict client deadlines and ever changing demands. John goes beyond the call of duty by continually seeking out and following through with additional responsibilities and contributing frequently to department meetings. John is an active listener, managers his time well, and demonstrates exceptional professionalism and conscientiousness about quality of work. Although John works exceptionally well independently, he could benefit from additional team building skills and experiences.