Performance appraisal sample answers

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I. Contents of getting performance appraisal sample answers

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Meeting with your boss for a performance review probably isnt one of your favorite activities,
particularly if you expect to hear criticism or questions about your performance. When youre
nervous or emotional, you may not answer questions quite as professionally as you would like. A
little preparation before the review can give you the confidence you need to handle a potentially
difficult conversation.
Attitude is Key
It can be hard to maintain a positive attitude when your boss questions your work. Although you
may feel angry, upset or defensive, keep those feelings to yourself. Keep in mind that the
purpose of the performance review is to help you become an even better employee. Your
supervisor uses questions as tools to help you think about what you could have done differently
in situations or what you can do better in the future. Answer questions truthfully, and take
ownership of your part in any problems during the past year. You may feel less nervous about the
review if you compile a list of questions you think your boss might ask.
Prepare and Reflect
Review your achievements and failures during the past year and write a brief summary of each
one. This forces you to focus on outcomes, rather than on extraneous details. When your boss
asks you about these items, draw on your prepared summary. For example, if your boss asks why
you didnt meet your sales goal for the second quarter, you can mention that supply shortages
affected product deliveries during that quarter -- but that you put in extra time the remainder of

the year and exceeded your yearly target. Supporting documents can be helpful when responding
to questions. U.S. News and World Report magazine suggests that you bring a file of accolades
and other proof of your accomplishments to the review.
Practice Makes Perfect
Practice is the key to a confident delivery of your answers. Take a look at the list of questions
you compiled and practice your response to each question. Ask a friend to critique your
performance, or record yourself and listen to your answers. Its important that you answer each
question completely and provide facts, figures or other information that back up your answer, if
possible. Pay attention to your tone when you answer questions. Aim for a calm, positive tone,
no matter what subject you discuss.
The Future
Goals are usually discussed at the end of performance reviews. Be prepared for questions about
your goals by writing a list of things youd like to learn in the coming year or skills you want to
improve. Include the reasons you chose these specific goals. For example, you may want to take
a database-management class to improve your skills and reduce the time you spend addressing
database issues. If you can provide a solid argument for how the class would improve your job
performance, your boss might be more willing to approve the request.
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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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