This section is to be filled up by the review officer and is self-explanatory. The review officer is required to record a pen-picture, not exceeding about 100 words. Any attempt to fill the report in a casual or superficial manner will be easily discernible to the higher authorities.
These reviews help discover talent to nurture and also to protect you from potential wrongful termination lawsuits. Disclosure The new performance appraisal system is no longer a confidential process and the entire appraisal is now required to be revealed to the appraisee.How to fill self Appraisal effectively ? Performance Review Best Tips - Employee Ratings Scale -
The columns should be filled with due care and attention and after devoting adequate time. The following procedure should be followed in filling up the column relating to integrity:. This may be used as a guide for officers to develop their own annual work plans.
There would be a premium on competency and skill upgradation. Check Your Tone Before You Start When writing the appraisal, remember to keep your tone professional and positive, wherever possible.
Details of the training attended should be mentioned under the remarks column of the table. Some employers use a scale of one to 10, with 10 being the best possible performance.
In case they are not satisfied, they may give their observations, if any, on the representation of the appraisee. Guidelines for filling up the different components of the 4 sections have been given in the rest of this note. You need to be certain that the employee is clear not only about goals but also clear about why certain performance metrics are rated in the report.
If you haven't been clear, consider new processes to make sure employees are clear about job expectations. It can be difficult to "write a report card" for someone you feel very close to.
Invite the employee to grade herself, and to come up with personal and professional goals.
Based on This review the work plan may undergo some changes from that originally prepared. The written appraisal shouldn't be handed to the employee without a personal review. Examples of these may be relief and rescue work following a natural calamity or dealing with some other kind of emergency.
Grades of 1-2 or 9-10 are expected to be rare occurrences and hence the need to justify them. Section III requires the reporting officer to comment on the integrity of the appraisee.
It is a good idea to start a performance review by recapping the expectations for the period of the review.