How to Write Performance Appraisals
Assign a self-appraisal to the employee., Review all written communication over the time period the appraisal will cover., Analyze goals and objectives for the time frame of the appraisal., Check the employee's attendance records., Compare the...
Step-by-Step Guide
-
Step 1: Assign a self-appraisal to the employee.
By reading an employee's self-appraisal, you can learn a lot about the employee's self-perception, the additional duties he takes on that you may not have observed, and any aspects of his job in which he takes particular pride.
Use this as a tool when you prepare to write the performance appraisal. -
Step 2: Review all written communication over the time period the appraisal will cover.
Read past email communications between you and the employee.
Make notes about positive and negative situations covered the emails.
Make observations about the employee's overall communication style.
Analyze reports provided by the employee explaining project results or statuses.
Take notes concerning the value provided by her communication style and reporting abilities.
Peruse memos provided by the employee in regard to his attempts to communicate with you or the whole department. , Determine the current status of quantifiable goals or objectives.
Goals that have been met or exceeded should result in positive feedback in the appraisal.
Objectives that failed to be met should be addressed by negative feedback.
Reflect on qualitative goals.
Qualitative goals are not quantifiable and may include objectives like improving customer service, broadening communication and expanding computer skills.
Analyze whether the qualitative goals have been met by the employee. , Note any over-use of sick leave, if the employee is not known to have any health problems.
Question repetitive tardiness if it is apparent in an employee's attendance records. , Address any issues if you observe the employee is not fulfilling her job description.
Give positive feedback to an employee who goes the extra mile to exceed her job expectations. , Ask members of other departments to provide information about the employee's reliability.
Question other department heads about the employee's cooperation and willingness to work as part of a team, if applicable. , Address positive and negative issues regarding an employee's attendance record.
Comment on the employee's leadership skills and abilities, including whether he takes initiative, serves as a role model for other employees and provides solutions toward goals and objectives.
Give feedback about the employee's job knowledge and whether she is meeting expectations.
Provide comments concerning an employee's communication skills with you and others.
Write about the employee's time management skills in accordance to getting his work done and meeting objectives. , Early presentation helps decrease the tension caused by negative feedback. -
Step 3: Analyze goals and objectives for the time frame of the appraisal.
-
Step 4: Check the employee's attendance records.
-
Step 5: Compare the employee's job description with the duties she actually performs.
-
Step 6: Confer with other departments for feedback about the employee.
-
Step 7: Write the performance appraisal by category.
-
Step 8: Present the written performance appraisal to the employee prior to meeting face to face for the performance review.
Detailed Guide
By reading an employee's self-appraisal, you can learn a lot about the employee's self-perception, the additional duties he takes on that you may not have observed, and any aspects of his job in which he takes particular pride.
Use this as a tool when you prepare to write the performance appraisal.
Read past email communications between you and the employee.
Make notes about positive and negative situations covered the emails.
Make observations about the employee's overall communication style.
Analyze reports provided by the employee explaining project results or statuses.
Take notes concerning the value provided by her communication style and reporting abilities.
Peruse memos provided by the employee in regard to his attempts to communicate with you or the whole department. , Determine the current status of quantifiable goals or objectives.
Goals that have been met or exceeded should result in positive feedback in the appraisal.
Objectives that failed to be met should be addressed by negative feedback.
Reflect on qualitative goals.
Qualitative goals are not quantifiable and may include objectives like improving customer service, broadening communication and expanding computer skills.
Analyze whether the qualitative goals have been met by the employee. , Note any over-use of sick leave, if the employee is not known to have any health problems.
Question repetitive tardiness if it is apparent in an employee's attendance records. , Address any issues if you observe the employee is not fulfilling her job description.
Give positive feedback to an employee who goes the extra mile to exceed her job expectations. , Ask members of other departments to provide information about the employee's reliability.
Question other department heads about the employee's cooperation and willingness to work as part of a team, if applicable. , Address positive and negative issues regarding an employee's attendance record.
Comment on the employee's leadership skills and abilities, including whether he takes initiative, serves as a role model for other employees and provides solutions toward goals and objectives.
Give feedback about the employee's job knowledge and whether she is meeting expectations.
Provide comments concerning an employee's communication skills with you and others.
Write about the employee's time management skills in accordance to getting his work done and meeting objectives. , Early presentation helps decrease the tension caused by negative feedback.
About the Author
Ruth Peterson
Brings years of experience writing about lifestyle and related subjects.
Rate This Guide
How helpful was this guide? Click to rate: