Sample of Filled Appraisal Form for a Retail Department Manager
For the annual performance review, please write comments on achievements and non-achievements. List the major contributions made during the year. Be specific and precise. Major contributions should impact at least one of the measures: quality, quantity, cost, and time. Mention no more than three factors each that facilitated your performance and hindered your performance.
From United States, New York
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For the annual performance review, please write comments on achievements and non-achievements. List the major contributions made during the year. Be specific and precise. Major contributions should impact at least one of the measures: quality, quantity, cost, and time. Mention no more than three factors each that facilitated your performance and hindered your performance.
From United States, New York
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This seems like an assignment being given to you, sir. Anyways, take 4 parameters:
Quality
Quantity
Cost
Time
For all the 4 parameters, select 3 KRAs:
- Quantity: Quarterly sales, etc.
- Quality: Adherence to quality standards, etc.
- Cost: Reduction in waste, etc.
- Time: Reduced time cycle per customer, etc.
Then select respective competencies - 2 competencies for each KRA required to achieve the KRA targets. Provide goal weightages for competencies. Provide stretch scores for analyzing the complexity of the target.
You may make it a self-appraisal type or combine it with self-appraisal and appraiser appraisal. Then evaluate the average KRA scores and the goal weightages.
Give scores, review the scores by the reviewer. Communicate it to the employees and provide a feedback session for the employee and their immediate superior to discuss the outcome, so that the process gets completed and adds value to the employee and organization both.
From India, Calcutta
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113Quality
Quantity
Cost
Time
For all the 4 parameters, select 3 KRAs:
- Quantity: Quarterly sales, etc.
- Quality: Adherence to quality standards, etc.
- Cost: Reduction in waste, etc.
- Time: Reduced time cycle per customer, etc.
Then select respective competencies - 2 competencies for each KRA required to achieve the KRA targets. Provide goal weightages for competencies. Provide stretch scores for analyzing the complexity of the target.
You may make it a self-appraisal type or combine it with self-appraisal and appraiser appraisal. Then evaluate the average KRA scores and the goal weightages.
Give scores, review the scores by the reviewer. Communicate it to the employees and provide a feedback session for the employee and their immediate superior to discuss the outcome, so that the process gets completed and adds value to the employee and organization both.
From India, Calcutta
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Performance Appraisal Form for Manager.doc
Performance Appraisal Form for Manager.pdf