Annual performance appraisal sample

In this file, you can ref useful information about annual performance appraisal sample such as annual performance appraisal sample methods, annual performance appraisal sample tips, annual performance appraisal sample forms, annual performance appraisal sample phrases If you need more assistant for annual performance appraisal sample, please leave your comment at the end of file.

Other useful material for you:

performanceappraisal123.com/1125-free-performance-review-phrases performanceappraisal123.com/free-28-performance-appraisal-forms performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal

I. Contents of getting annual performance appraisal sample

==================Saying hes appeared uneasy and distracted while delivering masses in recent days, Vatican insiders reported Wednesday that His Holiness Pope Francis is getting pretty anxious about his upcoming annual performance review with God.

Francis, who is employed as Vicar of Christ, Successor to the Throne of Saint Peter, and Supreme Pontiff of the Universal Church, is required by Vatican workplace guidelines to meet at least once a year with his immediate superior, God, and participate in an official evaluation of his strengths and weaknesses on the job, a formality of the position that, by all accounts, has led to a bout of nerves for the pope.

I feel like Im doing pretty good workIve prayed harder, increased my total blessings over last years numbersbut who among us knows what He thinks? said Francis, who was seen this morning restlessly pacing across the Seconda Loggia of the Apostolic Palace and wiping his forehead with a cassock sleeve. Im sure I could stand to step up my shepherding of the faithful a bit. Maybe squeeze in a few more canonizations. Am I being penitent enough on a daily basis? I dont know.

He says it should just be a quick chat, but is that a good or a bad thing? the pope continued. Man, I just want to get this over with.

Sources within the Holy See confirmed the pontiff has spent much of the week second-guessing his job performance and asking himself whether he has been effective at managing his workload, prioritizing tasks, serving as the sole earthly representative of Gods will for all of humanity, and setting achievable goals. Though he expressed confidence that he had done pretty well with his official papal exhortations, he is said to worry that he might have botched a homily or two over the past 12 months.

According to liturgical experts, the popes employee appraisal takes place each year just before Lent, and is one of only a few dates on the church calendar when a Vatican worker is called in for an actual face-to-face meeting with the Creator of Heaven and Earth. Behind the closed doors of an emptied Saint Peters Basilica, the reigning pontiff is said to kneel before God, who poses a series of standardized questions, asking the pope what he enjoys most about his current role and what areas he feels he could improve upon.

I did pretty well on all my performance measures last year, and He just told me to make sure I keep the lines of communication open and run papal proclamations by Him first if its something important, Francis said. I feel like Ive done that, which is good, but what if I havent met His overall expectations? Its entirely possible He was just going easy on me last time since it was my first year on the job.

Im really trying to do my best and stay on His good side, the pope continued. He sometimes has a bit of a temper.

Although God is universally known for His compassion and mercy, members of the Roman Curia confirmed He can be demanding as a supervisor, with some speculating that because He is infinitely perfect Himself, He tends to have very high standards for others. They also said it is particularly difficult for popes during their annual employee assessments, as their direct supervisor wields so much power and, on top of everything else, is all-knowing. Fortunately, they noted, He is pretty forgiving.

I cant even imagine going in for a job review with God Himself, with Him sitting there in His big throne evaluating your performance, said Archbishop Dominique Mamberti, prefect of the Apostolic Signatura. Thats got to be an intimidating conversation, especially because you cant hide any of the mistakes youve made given that He sees all. That being said, Francis seriously needs to relax. Hes been doing a great job.

Hes probably just nervous because hes been talking to the last guy who had his job, Mamberti added. That guy couldnt handle it at all and ended up quitting.

==================

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 Methodi. Employees are ranked according to their performance levels.ii. It is easier to rank the best and the worst employee.Limitations of Ranking Methodi. 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.ii. 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.iii. When a large number of employees are working, ranking of individuals become a difficult issue.iv. 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.

III. Other topics related to Annual performance appraisal sample (pdf, doc file download)

Top 28 performance appraisal formsperformance appraisal comments 11 performance appraisal methods 25 performance appraisal examplesperformance appraisal phrasesperformance appraisal processperformance appraisal templateperformance appraisal systemperformance appraisal answersperformance appraisal questionsperformance appraisal techniquesperformance appraisal formatperformance appraisal templatesperformance appraisal questionnaireperformance appraisal softwareperformance appraisal tools performance appraisal interviewperformance appraisal phrases examplesperformance appraisal objectivesperformance appraisal policyperformance appraisal letterperformance appraisal typesperformance appraisal quotesperformance appraisal articles