Performance Appraisal

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Performance AppraisalDefinition Performance Appraisal? Meaning.

A Performance Appraisal is a method and a process to identify, observe, measure, evaluate and develop individual employee performance, providing employee feedback, and (indirectly) to improve the effectiveness of the organization as a whole. An appraisal normally consists out of the assessment by a qualified person of the performance and of a discussion of the development and training needs of an employee. It is important to realize there are two sides to any appraisal:

  1. Judgment (Historic). Actual performance is compared against performance targets and feedback (both positive and negative) is given. This may or may not include the determination of a pay increase. Generally, including pay in the Appraisal has the major disadvantages that honest and open communication becomes almost impossible, and the judgment part of the Appraisal becomes too dominant.

  2. Development (Future-oriented). The needs of the employee are evaluated in terms of the training requirement to improve skills and knowledge in line with future performance objectives and the direction the employee wants to grow. Furthermore Employee Objectives (SMART: Specific, Measurable, Achievable, Realistic/Relevant, Time-related) are agreed. Compare: Career Management.

Any Performance Appraisal should be:

  1. Documented.

  2. Delivered in a face-to-face meeting.

Performance Appraisal FormAny Appraisal should be well prepared for by both the manager and the employee. Although normally the line manager of the employee is best positioned to be the appraiser, in some organizations it can be a special Personnel Manager. The advantage can be that this specialized person has more experience, special skills and knowledge on doing employee reviews. An issue is that the Personnel Manager must be aware of how the employee is functioning in his work environment. This can be supported by Peer-Appraisals and/or by 360-Degree Feedback.

Steps in a Performance Appraisal. Process

Typically a an appraisal of performance is comprised of three main steps:

  1. Definition of the expected duties and the job standards. By line manager, together with employee.
  2. Conduct of the performance appraisal, comparing the actual performance of the employee with the performance standard that were previously defined.
  3. Feedback and follow-up: line manager provides feedback to the employee and plans are made for future development.

Performance Appraisals Special Interest Group

Special Interest Group (144 members)

Forum about Performance Appraisals  

Discussions about Performance Appraisals.

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Best Practices about Performance Appraisals

Here you find the most valuable discussions from the past.

🥇 Checklist of Common Errors in Performance Appraisals
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🥉 No Routine Annual Performance Appraisals
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Concerns not Previously Discussed During Performance Reviews
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Wrong Use of Employee Appraisals
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Three Types of Performance Appraisals
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Broken Confidentiality of Performance Appraisals
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Don't Forget Appraisal Follow-up
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How to Deal with Poor Performers and Non Performers?
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Outcomes of Performance Appraisals
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Conditions for Successful Performance Appraisals
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How to React When You are Undervalued?
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Tips for Ensuring Performance Appraisals Hold Up in Court
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How to Prepare for a Performance Appraisal as Appraiser
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Avoiding Biases in Performance Appraisals
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Appraisal for Future Job?
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Consider the Job Situation in Appraisals
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Appraise the Past, Develop for the Future
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Decentralized Performance Appraisals
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Disparaging Appraisal Terms
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Performance Appraisal Quotes
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Theory of Performance Appraisal?
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How Role Clarity and Employee Performance Management can help with Strategic Focus
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Mismatch in Performance Appraisals: Actions from Last Year are Rewarded/Punished This Year
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How to Deal with Very Good Performers?
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Double Purpose of Employee Appraisals
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Value System Appraisal
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Subjectivity in Performance Appraisals
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How to Receive Personal Feedback? Tips
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Comparing Appraisals with Examinations
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Annual Confidential Report (ACR) Systems
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How to Conduct Appraisals in Project Organizations?
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Feedback Should be Like a Mirror: Neutral
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The Best Methods of Performance Appraisal System in Government Sector
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The Meanings of Performance Evaluations
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From Business Objectives > Department Deliverables > Employee Objectives > Performance Appraisal
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Performance Appraisals are not Fair
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Methods for Evaluation of Employees
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Performance Appraisal and Salary Determination
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Difficulty of Conducting Performance Apprasals in an R&D Organisation
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Expert Tips about Performance Appraisals

Here you will find advices by experts.

3 Suggested Changes to Improve the Performance Review Process

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The Focus of Improving Appraisal Systems

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Solutions for Top 50 Problems Faced in Performance Appraisals

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Information Sources about Performance Appraisals

Here you will find powerpoints, videos, news, etc.

How to Give Successful Feedback to Employees

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Effective Employee Performance Appraisals: Purposes, Characteristics, Sources and Methods

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The Role of Supervisor | Skills of Supervisors

Skills of a Supervisor, Supervisor Role, Supervisor Behavior (...)

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The High Performance Development Model

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Organizational Management, Strategy (...)

DCOM Model Organization Dashboard

Evaluate Organization Capability in DCOM (...)

DCOM Roadmap at 3 Levels

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Guide Toward Coaching your Employees

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How to Get a Raise. 5 Negotiation Secrets

Salary Negotiations, Negotiating a Raise (...)

Introduction to Performance Appraisal of Employees

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Work-Family Conflicts and Work-Life Policies

Performance Management, Work-Life Balance, HR, Programs (...)

Compare with: Self-Appraisal  |  Peer-Appraisal  |  Behavioral Observation Scales  |  Competency-based Approach  |  Behaviorally Anchored Rating Scales  |  360-Degree Feedback  |  Management by Objectives  |  CSFs and KPIs  |  Result Oriented Management  |  Pre-Employment Screening

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