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.

Special Interest Group


Performance Appraisals Special Interest Group.

Special Interest Group (184 members)


New Topic

Forum about Performance Appraisals.

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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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From Business Objectives > Department Deliverables > Employee Objectives > Performance Appraisal
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Best Practices

The top-rated topics about Performance Appraisals. Here you will find the most valuable ideas and practical suggestions.

Checklist of 50+ Common Errors in Performance Appraisals
I was asked to make a list of common mistakes by managers in performance appraisals.
G.T. Milkovich and J.M. Newman (...)

How to Achieve Fair Performance Appraisals?
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No Routine Annual Performance Appraisals
Performance appraisals in my opinion should not be allowed to become a routine annual exercise, but should be used to im (...)

Concerns not Previously Discussed During Performance Reviews
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How to Deal with Average Performers?
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Open Communication? Try Coffee Talks
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My personal view regarding appraisals is that it has become a penalty tool to fight personnel vendettas and not for the (...)

Three Types of Performance Appraisals
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Broken Confidentiality of Performance Appraisals
Hi, my problem is related to behaviour of my boss, who is a causing trouble, especially between employees, because he is (...)

Don't Forget Appraisal Follow-up
I came to realise that some appraisals take long to bear any effect. Some data is compiled about the employees but no ef (...)
How to Deal with Poor Performers and Non Performers?
How does one manage poor performing employees and how do you deal with someone that comes to work that is not productive (...)

Conditions for Successful Performance Appraisals
Performance appraisals are a vital action in HR systems. But it will not be a successful program, unless we teach employ (...)

Outcomes of Performance Appraisals
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How to Receive Personal Feedback? Tips
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How to React When You are Undervalued?
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How to Prepare for a Performance Appraisal as Appraiser
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Tips for Ensuring Performance Appraisals Hold Up in Court
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Avoiding Biases in Performance Appraisals
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Appraisal for Future Job?
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Disparaging Appraisal Terms
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Expert Tips

Advanced insights about Performance Appraisals. Here you will find professional 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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Fairness of Managers and Leaders: are Fair Leaders More Effective?

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Solutions for Top 50 Problems Faced in Performance Appraisals

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Find out solutions to top 50 problems faced in performance appraisals. Dr. John Sullivan has described the top 50 proble (...)
Information Sources

Various sources of information regarding Performance Appraisals. Here you will find powerpoints, videos, news, etc. to use in your own lectures and workshops.

How to Give Successful Feedback to Employees

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This presentation can be used as a guidance for giving feedback to your employees. The presentation includes the followi (...)

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Concise but good presentation about Performance Appraisals. The presentation includes the following sections: - Purpose (...)

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10 Common Mistakes in Giving People Feedback

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Giving proper feedback to other people is important, but hard. In this micro-learning video 10 common mistakes are expla (...)

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This presentation elaborates on the skills that supervisors need in order to be successful in their business/organizatio (...)

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The High Performance Development Model

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Presentation about the High Performance Development Model. The presentation contains a brief description of many employe (...)

Multitasking and Ways to Avoid It

Multitasking Behavior, Peeformance Management
This presentation is about Multitasking. It includes some interesting multitasking experiments and ends with seven solut (...)

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DCOM Model Organization Dashboard

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Introduction to Performance Appraisal of Employees

Initial Understanding of Performance Appraisal, Start of Workshop
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Research Links

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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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