Performance Appraisal Self-Assessment: Fill & Download for Free

A company's performance depends to a great extent on effective performance appraisals of its workforce. An effective evaluation leads a company to competitive advantage; it motivates the employees to perform better, gain self-confidence and improve their work quality.The performance criterion on which it is designed has to be accurate and as far as possible, measurable. Strategies that assess team management and performance can form a part of the evaluation.Some specific essentials to help companies improve their employees' performance appraisals are:Understanding the need for a performance measurementPlanning for the performance appraisalFocus on the prime issues and objectives of the companyUnderstanding attitudesOpen and two-way communicationThe documentation and use of appraisal resultsUnderstanding the need of a performance measurementFor an evaluation to be effective, it is useful for everyone in the organization to understand its importance. Usually, employees look at a performance appraisal with hostility. A sound understanding of why a performance review is needed may help the employees to look at it with more enthusiasm.Awareness about the performance assessment may instill a sense of ownership and responsibility among the employees. This may help employers to conduct a performance evaluation easily and effectively.Planning for the performance appraisalOne of the important ways that may lead to an effectual performance review is planning it well. When a performance appraisal is planned well, the formats are decided, the people to be appraised are listed and the time and venue for discussion are communicated beforehand.Focus on the prime issues and objectives of the companyOne of the major objectives of performance evaluation is for the company to understand its employees' issues and for the employees' to realize the company's objectives. While conducting a performance appraisal, in many cases, the employers tend to deviate from the prime issues.Understanding attitudesA positive approach of the employers towards performance appraisal improves the attitude of the employees towards the organization.Open and two-way communicationThe communication also needs to be honest and frank without which a performance appraisal often turns out to be futile.The documentation and use of appraisal resultsThe results of an effective performance appraisal system may be carefully registered and used for making credible records. The value and credibility of an appraisal system are considered strong when it is used to decide promotions, career growth, employee development practices, and rewards.An effective appraisal is aligned with the objectives of the organization. It is believed to be able to boost the company's profitability by improving the quality of the performance of its employees.Are you looking for Performance Appraisal Software for your Organization? Please take the Synergita Test Drive to unleash your employees' true potential.All the best!!!

The performance assessment system in Indian bureaucracy is a great deception, if not outright fraud.It has no objectivity in judging the performance of officers.Around 7-8 years ago, I attended a meeting in the ‘Department of Administrative Reforms and Public Grievances’. One of the speaker explained the dichotomy between the assessment of performance of civil servants themselves and the performance assessed by the public.While all independent survey by International agencies always find Indian civil servants one of the worst in the world, the same civil servants usually get more than 95% score in their Annual Performance Appraisal Report (APAR). He then sarcastically said that if APAR would have been the true measurement of performance, Indian civil servants should have been the best in the world.I can’t agree with him more. I myself got in the last 10 years of my service a score of more than 9.9/10 Grade, though I was just an ordinary officer in IRS.Your APAR usually depends on your relationship with your bosses. If your boss is happy or a nice person, he shall give you 10/10 in all columns, even if you are just the average.What is proposed by Government of India is nothing new. The IAS officers have to give self-appraisal on a few more areas like.Their attitude towards weaker sections of the society.Their ability to take timely and effective decision, especially in complex, ambiguous and critical situations.Their attributes like ‘ownership of responsibilities with courage to stand up for what is right, innovativeness, track record of delivery and ability to lead a team with coordination and collaboration’.I am sure every officer should be able to write something in these columns, which can be assessed as 10/10 by their superiors.Most of these columns are already there in Central Service APAR forms.For example, I had myself been writing self-appraisal about ‘attitude towards weaker sections of the society’ for several decades.There is also nothing new about the assessment of integrity i.e. “financial integrity” and “moral integrity”. You may, however, be surprised to know that Indian civil servants, who are considered to be one of the most corrupt in the world, always get integrity certificate from their bosses every year officially in their APAR, without which they can never be promoted.There is also nothing new for civil servants to indicate at least four domain assignments like social development, internal affairs and defence, industry and trade, public finance and financial management, natural resource management and personnel and general administration, governance reforms and regulatory system, among others. Similar columns are already there in Central Services like IRS.Hence, such additional features in APAR are not going to make any difference to the IAS officers.If the Government of India has any guts, let the APAR of the officers be assessed by the people who are actually using their services or by an independent agency or by experts.If IAS officers alone would assess IAS officer’s APAR, it is like scratching each other’s back or blind men leading other blind men.It is not going to make any difference in the performance of the Indian civil servants.Reference: Alert for IAS officers, aspirants! Now Modi government plans this big change for appraisals of top officials

Self appraisal is the best practice to follow in the performance appraisal review. Through self appraisal you would get to know that:How is the employee evaluating himselfHow does he assess himselfWe can get to know their thought processWe can get to know their approach and areas where they need improvement according to themThrough self assessment they introspect about their capabilities and development areas.Regards