A narrative performance appraisal is a comprehensive and descriptive evaluation of an employee’s performance, highlighting their strengths, weaknesses, and areas for development (DCPDS, 2021). It is a flexible method that can be tailored to the specific needs of an organization and employee and can be used to evaluate performance across a variety of job functions.
Key Facts
- Purpose: The purpose of a narrative performance appraisal is to provide a comprehensive and descriptive evaluation of an employee’s performance, highlighting their strengths, weaknesses, and areas for development.
- Flexibility: Narrative appraisals are highly flexible and can be written in various formats, such as a general narrative or structured using pre-designated categories.
- Content: The narrative should cover the employee’s major job responsibilities, including their job behavior, abilities, accomplishments, and contributions. It can also include plans for training, promotion, and results of problem diagnostics and performance problem-solving.
- Frequency: Narrative appraisals are typically created at the end of the appraisal cycle, but they can also be created when there is a change in the employee’s job or when the rating official changes.
- Comparison: Narrative appraisals are often paired with other appraisal methods, such as graphic scale rating or competency assessments, to draw more accurate conclusions and make comparisons across employees.
Purpose of Narrative Performance Appraisal
The primary purpose of a narrative performance appraisal is to provide a detailed and holistic assessment of an employee’s performance over a specific period (DCPDS, 2021). This appraisal method aims to capture the employee’s overall contributions, strengths, and areas for improvement, enabling managers and employees to work together to identify and address performance issues and set goals for future development.
Flexibility of Narrative Performance Appraisal
Narrative appraisals offer a high degree of flexibility, allowing them to be adapted to various job roles and organizational contexts (Bacal, n.d.). They can be written in a general narrative format or structured using pre-designated categories, such as job responsibilities, skills, accomplishments, and areas for improvement. This flexibility makes narrative appraisals suitable for evaluating employees with diverse job functions and responsibilities.
Content of Narrative Performance Appraisal
The content of a narrative performance appraisal typically includes an evaluation of the employee’s major job responsibilities, including their job behavior, abilities, accomplishments, and contributions (Bacal, n.d.). It can also encompass plans for training and promotion, as well as the results of problem diagnostics and performance problem-solving. By providing a comprehensive overview of the employee’s performance, narrative appraisals help managers and employees identify areas where the employee excels and areas where they may need additional support or development.
Frequency of Narrative Performance Appraisal
Narrative appraisals are typically conducted at the end of the appraisal cycle, which may vary depending on the organization’s policies and procedures (DCPDS, 2021). However, they can also be created when there is a significant change in the employee’s job or when the rating official changes. This flexibility allows organizations to conduct narrative appraisals at times that best suit their specific needs and circumstances.
Comparison with Other Appraisal Methods
Narrative appraisals are often used in conjunction with other appraisal methods, such as graphic scale rating or competency assessments, to draw more accurate conclusions and make comparisons across employees (PerformYard, 2023). By combining different appraisal methods, organizations can obtain a more comprehensive and well-rounded evaluation of employee performance.
Conclusion
Narrative performance appraisals provide a comprehensive and flexible method for evaluating employee performance. They allow managers and employees to work together to identify strengths, weaknesses, and areas for development, and to set goals for future improvement. The flexibility of narrative appraisals makes them suitable for a wide range of job functions and organizational contexts, and their compatibility with other appraisal methods enables organizations to obtain a more comprehensive assessment of employee performance.
References
Bacal, R. (n.d.). The Narrative Method For Describing Employee Performance. Performance Appraisals. Retrieved from http://performance-appraisals.org/Bacalsappraisalarticles/articles/narratives1.htm
DCPDS. (2021). MyPerformance – Creating a Narrative Statement User Guide. Retrieved from https://www.dcpas.osd.mil/sites/default/files/2021-12/MyPerformance%20-%20Creating%20a%20Narrative%20Statement%20User%20Guide.pdf
PerformYard. (2023). 15 Most Popular Types of Performance Appraisals for 2023. Retrieved from https://www.performyard.com/articles/types-of-performance-appraisals
FAQs
What is a narrative performance appraisal?
A narrative performance appraisal is a comprehensive and descriptive evaluation of an employee’s performance, highlighting their strengths, weaknesses, and areas for development. It provides a detailed account of the employee’s job behavior, abilities, accomplishments, and contributions over a specific period.
What are the benefits of using a narrative performance appraisal?
Narrative performance appraisals offer several benefits, including flexibility, adaptability to various job functions, the ability to capture a holistic view of employee performance, and the opportunity for managers and employees to work together to identify areas for improvement and set development goals.
How does a narrative performance appraisal differ from other appraisal methods?
Unlike other appraisal methods that rely on numerical ratings or checklists, narrative appraisals provide a qualitative and descriptive evaluation of employee performance. They allow for a more comprehensive and individualized assessment, capturing the employee’s strengths, weaknesses, and potential for growth.
What should be included in a narrative performance appraisal?
A narrative performance appraisal should include an evaluation of the employee’s major job responsibilities, their job behavior, skills, accomplishments, and areas for improvement. It can also encompass plans for training and promotion, as well as the results of problem diagnostics and performance problem-solving.
How often should narrative performance appraisals be conducted?
The frequency of narrative performance appraisals may vary depending on the organization’s policies and procedures. Typically, they are conducted at the end of the appraisal cycle, but they can also be created when there is a significant change in the employee’s job or when the rating official changes.
Can narrative performance appraisals be used for all job functions?
Yes, narrative performance appraisals can be used for a wide range of job functions and organizational contexts. Their flexibility allows them to be tailored to the specific requirements and responsibilities of different roles, making them suitable for evaluating employees across various industries and sectors.
How can narrative performance appraisals be used to improve employee performance?
Narrative performance appraisals serve as a valuable tool for improving employee performance. By providing detailed feedback on strengths, weaknesses, and areas for development, these appraisals help employees identify their training and development needs. They also facilitate open communication between managers and employees, enabling them to work together to set goals and strategies for performance improvement.
How can narrative performance appraisals be made more effective?
To enhance the effectiveness of narrative performance appraisals, organizations can focus on providing training to managers on conducting fair and accurate appraisals, encourage regular and open communication between managers and employees throughout the appraisal cycle, and use narrative appraisals in conjunction with other performance management tools and methods to obtain a comprehensive evaluation of employee performance.