Recruitment/talent Acquisition, Career Counselling
V. Balaji
Ir & Hr
+5 Others

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hi freinds, i would like to know about non acceptation of the appraisal letter...if the terms & conditions of the employers are not acceptable...what can be done advice
From India, Nagpur
Dear Meenakshi, Your issue is not clear with such a short message. Was your appraisal not done properly? Or is the score not acceptable to you. Please clarify?
From India, Pune
Hello meenakshi19741,
Viraj is right--unless you give the FULL & COMPLETE details how do you expect the Forum members to give you the right advice?
You mentioned: 'terms & conditions'. What do you mean by this? This can mean many things, depending on the context and/or situation.
In short, 'if you want the right answer, pl ask the right question'.

From India, Hyderabad
Non Accptence of Appraisal

Hello Meenakshi

Greetings of the day ,

What I can make out from your Query that “what can be the concequesnce of non accptence of appraisal,

Well we should know that Apraisal is a system through which an employer communicates his feed back to the employee regarding his performance in the Role assigned by him, it also communicates what are the KRA assigned to the employe and what is expected from the team mate and where is he stands in terms of performance

As we know that appraisal is a feed back “ there are many a methods available to communicate the feed back, if an employee does exceptional good or there are some standards of measurement

Meets expectation

Below the thresehold

Exceeds the expectation

If an employee performs excepatnaly well employer may communicate his feed back by any of the following methds

#pay hike

#Role change


#awards or memento

#appprication in any forms

In case the employee does not meets the expectation in such case the feed back may be

#performance reminder

#performance improvement plan

#Training and development etc

Non accptence of appraisal means as an employee you are not interested to know what is your performance : as a result of which u gets a negative remark : there may or may not be a punishment but it all depands on the organizational philosophy

As you have asked if the terms and conditions are not accptable what can be done " well if you are not happy with the out put of the appraisal in such case you can always say no to the incentives or benefits awarded to you in the appraisal but feed back of your performance you can always take with a positive note

Thanks and regard


Corporate trainer sales and management


From India, Pune
An appraisal is an employers rating of an employee.It is supposed to be un biased and neutral ie. only related to the employees performance during the year of appraisal. Assuming that the same is supposed to be an unbiased rating, it is only to show the employee where he stands and where he lacks and what he requires for improvement.
If an employee refuses to sign or acknowledge the same there is no need for any further discussion and the same can just be noted down. Once u have shown the appraisal it is as good as communicating to the employee.

From India, Chennai
Dear Learned Members,
I have following query similar to Meenakshi's question.
My question is :-
Few companies when communicating the results of Appraisal process also communicate change in HR policies. Example, number of Leaves being reduced from 15 to 10 or Increase of notice period from 1 month to 3 months and likewise. In such situations, few employees would not Accept the Appraisal letter.
What can be done in such situation is the question.

From India, Ahmadabad
Dear Dipeesh,
Wherever there is a change in HR related policies by and large it is the responsibility of department HR to communicate the change to the employees .
If the employees are un happy with the exsting HR policies they can always draw the attention of Higher management and also by raising the Query or complaint to the management team , if issues still presists then legal attention can also be brough if at all The Organisation violate the core Labour laws , shops and establishment act, Employee state insurance act. un less the regulations are violated legal challange may not be initiated .
Gourisankar S
Corporate and Managment Trainer

From India, Pune
With respect to this Topic It’s a request from me Advice me How can I reject my appraisel in a decent way to my boss Sri
From India, Mumbai
Dear Meenakshi,

I presume this is reg. your annual self appraisal of yr.perforamance for the last yr. Am I correct ?

It is in vogue that an employee has to submit a self appraisal in the format prescribed detailing his/her performance vis-a-vis assigned duties, projects, targets etc. Here one has to take care not to miss any of his performance worth mentioning but at the same time not to take undue credit where he has not done anything, not to exaggerate. After completing when U submit to yr. HOD the appraisal should be reviewed impartially by the HOD and grades are assigned. Wherever HOD finds the appraisal is not speaking truth or performance was found less than anticipated by the HOD an unsatisfactory remark is mentioned and in all fairness such unsatisfactory remarks should be conveyed in secret to the employee concerned for further clarification/guidance. And such clarification also should be recorded therein in the Appraisal form. Such system may vary from estt to estt. But one has the right to know the remarks of HOD especially if it were to be an adverse remarks. U R free to discuss yr.apprehensions openly to yr.HOD or HR Managers in this reg. You should have open mind if at all there are certain thing wanting in U.

Best wishes,

Carry on.

From India, Bangalore

That is the reason why there is one more layer above called 'Reviewer" needs to be set up. In our organization we have system like this. Appraisee -----> Apraiser -----> Reviewer

In order to avoid bias, Appraiser's boss i.e. Reviewer verifies the authenticity of the performance appraisal done by the Appraiser.

See the performance appraisal form, that has been designed in our organization - attaching the same to give you a clarity.

Have a closer look at the guidelines and you will understand that the performance review has to be done systematically and scientifically without any fear or favor. Secondly, at the end of each part, both the appraisee and the appraiser sign the form. Once this is done means the appraisee is communicated about his strengths and weaknesses. There is no separate communication is required. The Reviewer ensures later that the performance appraisal is done in a fair manner and he is empowered to address those points where he differs, with proper justification. By following this sytem scientifically, I do not think any employee will have grudge or feel dejected about it.

The so called pay hike / promotion , etc. are nothing but END RESULT of the performance review program that happens after the appraisal process. Normally the result of the performance review is communicated to him through a revised salary structure, a letter of promotion, etc.


From India, Madras

Attached Files
File Type: doc Performance Appraisal-2010-Model.doc (130.5 KB, 1798 views)

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