Performance Appraisals: A mirror to our work

As a Crewing and Training Manager, I review dozens of crew performance reports every week. Last week, a remark by a Master for a Chief Officer’s report had me confused. He had said “he is like a bull in a China shop”. What did it mean?

The funny dictionary of performance evaluations terms:

Performance appraisal- A mirror to our work

Performance appraisal- A mirror to our work

  • Average: What it really means, he is not too bright.
  • Exceptional: Has committed no major blunders to date.
  • Quick Thinking: Offers plausible excuses for errors.
  • Has an Attitude: Knows more than superiors.
  • Tactful: Knows when to keep mouth shut.
  • Good management skills: Finds someone else to do the job.
  • Conscientious and careful: Scared.
  • Has Leadership Qualities: Has a loud voice.
  • Gets along well with everyone: A coward.
  • Hard Worker: Usually does it the hard way.
  • Uses time effectively: Clock watcher.
  • Deserves promotion: Has lost interest in his current position!

Humour aside, do we really know what these terms mean? Will the other person sitting across the table really accept your judgement on his performance? Will he really accept being called a “bull in a china shop”? How can the appraisals be a mirror to our work if the reflection is a bull? That’s bull. My definition of good is probably different from yours. Who doesn’t make mistakes, but does that mean he is below average? These are the questions which I am sure all of us ask ourselves when we sit for an appraisals. Appraisal reports are necessary as performance needs to be measured, and what is not measured, cannot be improved. Appraisals stress us out because we are not prepared to use them effectively.

One of the key virtues of a manager, including that of a management-level ship’s officer is that he helps develop his people. One of the most effective tools is an appraisal report. Most of us fall within some range of average on the chart- the idea of appraisal is to help a person move gradually up the scale. So how do we do it?


How not to do it is simply telling a person that he is ‘average’. We are all emotional people, and the moment we see labels or numbers against our name, our anger clouds our brains, blocking out any useful input. Besides, just writing ‘average’, does not help to improve a seafarer who feels that he is already doing his best.

Using accusing language and sarcasm are strict no-nos. In today’s commercial shipping, confidential reports do not help develop seafarers; you will be surprised how a majority of seafarers prefer to be told informed directly about their appraisal. Reports are usually kept confidential only in cases where gross-negligence, serious breach of company policy, or dismissal may be required.

Preparing the appraisal

The best way to do an appraisal is that it should be done continuously. The crew member should constantly and instantly receive feedback about his performance, so it does not come as a shock when the paperwork is prepared. I always recommend the supervisor to note in his diary about tasks in which the seafarer has performed well, or made errors, with dates. Unless this is done, we cannot support our appraisal with facts, or truly represent his performance over the last few months. If this is not done, we tend to remember performances only over the last few days, rather than that of his entire contract period.

The most important field of the appraisal report is the remarks column. A rule of the thumb is to write two positives for every negative comment you make- it shows that your report is balanced and also has a better chance that the other person will accept your report. For example ‘His overhaul of the purifier was perfect (Feb 2015)’, ‘He assisted during the main engine overhauls (Mar 2015)’, ‘His passage-plan Singapore to Colombo did not contain Under-Keel Calculations’ at two locations (Mar 2015). He was briefed & he agreed to be careful’, ‘During the PSC inspection SCBA bottle was found with low charge (Apr 2015). He was trained & he has improved since’ Writing such facts makes it hard to argue against and supports your grading system.

When recommending your juniors for promotion, take efforts to mentor them into the next position- I still remember with respect all my superiors who helped me learn and grow at different stages of my career. Don’t recommend if you observe they are not ready, and especially if you wouldn’t promote them on your ship!

Discussing the appraisal

  • Make the environment comfortable and the atmosphere friendly. Sit next to the person being appraised instead of opposite him; the corner of a table is ideal. Sometimes tempers could arise during an appraisal, and a comfortable setting calms people down.
  • Don’t be judgmental but share your opinions and facts. Start with the positives, and then discuss the areas for improvement.
  • Use the feedback sandwich: Phrases ideally used in this pattern are:
  • “Remember the time you did the purifier overhaul; I was impressed by how you did it exactly as per the manual” Then address the areas of improvement in a softer tone of voice “What you could do even better is ensuring you check the SCBA bottles thoroughly; you do remember the PSC deficiency, don’t you? Such an issue could cause a serious problem during an actual emergency”
  • Give a positive overall comment.
  • State that ‘no one is perfect’, and your intention is for the appraisal to help him identify and improve upon his area for improvement.
  • Ask the seafarer how he would address the areas for improvement. Ask the person to repeat: “Could you explain to me how you intend to ensure you have all the bottles are tested for the right pressure?”

The subordinate’s role in the appraisal

“Feedback is the breakfast of champions” Ken Blanchard

There is part of our knowledge that can come only from others. If you want to be a champion, an ideal seafarer- you have to be open to feedback. The subordinate should take notes when sitting for an appraisal, and ask questions. If it is not clear, ask “can you give me an example where you feel I should have paid more attention to cargo-stowage?” This way, you learn about potential pitfalls which you can avoid in the future.

Even better, the person being appraised should ask for appraisals. Ask “what do you think I am doing well?”, and “where do you feel I should focus more?” Preparing appraisals is stressful, and when you ask for your own appraisal, it puts the other person at ease and you might get some brilliant constructive feedback. You need a good mirror to see yourself; a good appraisal can give you a good idea about your performance.

It takes more than one person to make a system work. Appraisals done properly foster an element of mutual trust and professionalism in the long run. We tried these simple steps with amazing success in our organization, and as a result, performance-related issues shrunk by 45%. When you have high performing individuals, you have high-performing teams!

By the way, I called up the Master who was on vacation and asked him the meaning of the comment- he said “yeah, he is too hyperactive, he is very rough-edged, he has to be softer with the crew”. I requested him to clarify “Did his behavior create any problem onboard?” He replied “no, no- this is just a general feeling I got about him”. And then I discussed with him what I have just written above.

Capt. V.S.Parani, MNI, MICS, LLM, MBA, has over two decades of experience in shipping, and has held various roles ashore including that of a DPA, Safety & Quality Manager and Crewing & Training Manager for MSC Shipmanagement Ltd. Working with a pool of over 7000 seafarers gives him immense pleasure and ability to learn new things every day. The views expressed here are his own, and not necessarily of his employer.


Categories: Crew matters

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1 reply

  1. Truly speaking, how many of us appraise some one without any biases. None. Most of the time there is biases overtake us when we appraise our subordinate, it influences the report and deviates from reality. There are ways developed where appraisal reports are less biased. 360 degree feedback is best tool available for appraising someone and accordingly plan for development or briefing.


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