Elaborate Performance Appraisal is done mainly in large organisations only, while in smaller ones, just the outturn achieved by a team or individual, periodic targets and achievement performance, timeliness, quality of turn out etc are also considered. In individual appraisal reports, the punctuality, cordiality with co workers, obedience to leader, team spirit and willingness to take new responsibility etc are also considered.
In Govt depts, there is the periodicl reviews of targets and achievements at macro level that assesses the performance trend of each section in the dept, while the individual performance is taken up for writing the annual Personal / Confidential file of executives. In big organisations the HR depts take up elaborate assessent at various levels with their own structured foramts to elicit and evaluate the performance.
Being a free lancer, I am not able to provide the specific organisational procedure followed. For specific organsational practice you may wait for some contributor here or approach any HR staff of an organisation, in your neighbourhood.
But the following details from the wikipedia would help I think to make your general report:
A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgement of an employee's performance in a job based on considerations other than productivity alone.
The aims of a performance appraisal are to:
1.Give employees feedback on performance
2.Identify employee training needs
3.Document criteria used to allocate organizational rewards
4.Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc.
5.Provide the opportunity for organizational diagnosis and development
6.Facilitate communication between employee and administration
7.Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.
8.To improve performance through counseling, coaching and development.
A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objectives/attributes.
In some companies, employees receive assessments from their manager, peers, subordinates, and customers, while also performing a self assessment. This is known as a 360-degree appraisal and forms good communication patterns.
The most popular methods used in the performance appraisal process include the following:
Management by objectives; 360-degree appraisal; etc.