Performance appraisal phrases

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I. Contents of getting performance appraisal phrases

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Conducting performance reviews for employees who report to you can be a challenge. Firing an
employee for bad performance when the employee's records show good evaluations is one action
that can increase an employer's risk of a lawsuit. Sample phrases that accurately and
professionally communicate to an employee the various aspects of his performance can make
your job easier and lower your risk.
Ability
In addressing an employee's ability, skills or job knowledge in a performance review, your
phrases should specifically address the individual's competence in relation to the job. For
example, a performance review for a good performer might include phrases such as "experience
is evident," "expertise makes him a go-to person," or that he has "complete understanding." The
performance review for a poor performer might include phrases such as "technical skills need
bolstering," "inexperience has caused losses," "inadequate comprehension" or "could use further
training."
Productivity
In completing a section of the performance review that addresses the employee's
productivity, your phrases should be specific in addressing the employee's productivity on the
job. For example, a review for a good performer might include phrases such as "has increased
overall productivity of the department by 15 percent," "focused and productive" or "exceeds
quotas regularly." In reviewing a poor performer, the section might include phrases such as

"easily distracted," "has met productivity goals only 60 percent of the time" or "unfocused
approach causes inefficiency."
Communication
The section of the performance review covering communication skills should address verbal,
written and non-verbal communication. For example, sample phrases for a good performer might
include "speaks knowledgably and clearly" or "written communications are concise and
coherent. A review of a poor performer might include phrases such as "emails and memos are
often unfocused" or "needs to improve spelling and proofreading skills."
Accuracy
When reviewing an employee's accuracy on the job, be specific. If possible, use quantifying
phrases, such as "calculations in the monthly sales reports are accurate 98 percent of the time" or
"answers to client questions are consistently precise and accurate" for a good performer. A
performance review for a poor performer might include phrases such as "80 percent of errors are
a result of carelessness" or "valuation reports had to be re-run 10 out of 12 months due to
inaccurate calculations."
Initiative
In addressing the employee's initiative in the performance review, focus on those phrases that
will highlight times when the employee took sound action on her own. Examples of phrases for a
good performer might include "identifies inefficiencies in processes and systems," "suggests
solutions" or "inventiveness has saved the company $5,000 this year." For a poor performer,
evaluation phrases might include "fails to seek creative solutions" or "unwilling to seek out
additional tasks."
Attendance
Attendance in an employee performance review is about more than whether the individual is
present or absent during the year. Attendance also refers to timeliness for meetings and
availability throughout the work day. Evaluation phrases for a good performer might include
"arrives on time for meetings" or "is at his desk and available when needed." Sample phrases for
a poor performer include "frequent absences negatively impact the team," "habitually late for
important meetings" or "regularly missing from workstation."
Collaboration
Teamwork, collaboration and knowledge sharing are important aspects of an employee's job
performance. The review should focus on work-related attitudes and projects. For example,
phrases for a good performer could include "works in concert with others to further the mission
of the department," "exhibits a cooperative spirit" or "fosters an environment of participation."
Examples of poor collaboration are expressed in phrases such as "creates discord" or
"disassociates herself from the collaborative effort."

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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 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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