Performance Appraisal

Knowledge Center

Description of Performance Appraisal. Explanation.

Definition Performance Appraisal. Description.

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:

3. Documented.

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

Any 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 (138 members)

Forum - Performance Appraisals   Here you will find interesting and educational discussions.   How to Get Employees to Improve? Issues with Feedback (13 reactions) As a manager, you are trying to improve the performance of y...           Don't Forget Appraisal Follow-up I came to realise that some appraisals take long to bear any...           How to Deal with Poor Performers and Non Performers? (17 reactions) How does one manage poor performing employees and how do you...           Outcomes of Performance Appraisals The performance appraisal process in practice seeks to de...           Avoiding Biases in Performance Appraisals (5 reactions) My experience indicates that while an employee is being appr...           Appraisal for Future Job? (6 reactions) I am currently studying Project Planning and management . Ca...           Consider the Job Situation in Appraisals It is not only the performance that is to be studied but the...           Appraise the Past, Develop for the Future As described in the summary, performance management has a du...           Decentralized Performance Appraisals (1 reactions) In my opinion, performance appraisal should be done at the s...           Performance Appraisal Quotes My quote for the day not related to this topic but willing t...           Disparaging Appraisal Terms (3 reactions) I recently heard the following terms referring to some offic...           Theory of Performance Appraisal? (1 reactions) Are there any theories regarding performance appraisals?...           How to Deal with Very Good Performers? (1 reactions) How to manage very good and top performing employees? What ...           Double Purpose of Employee Appraisals Basically there seem to be two reasons / goals of appraisal ...           Bonuses.. what is Fair to All Within Large Corporations (3 reactions) What is fair to all in a large corporation when bonus time r...           Mismatch in Performance Appraisals: Actions from Last Year are Rewarded/Punished This Year (5 reactions) It has always been my concern that the traditional way of de...           How Role Clarity and Employee Performance Management can help with Strategic Focus (2 reactions) Leadership teams often face the challenge that the majority ...           Subjectivity in Performance Appraisals There is a general feeling that performance appraisals are s...           New Performance Appraisal System for Teachers in the Philippines? (1 reactions) What is the new performance appraisal for teachers being use...           Value System Appraisal Performance evaluation is a function of any value system. Th...           Deloitte’s New Performance Management System Deloitte redesigned their employee performance management sy...           How to Receive Personal Feedback? Tips Even if we know intellectually that feedback from other peop...           Annual Confidential Report (ACR) Systems In performance appraisals, employees are evaluated over a ce...           Comparing Appraisals with Examinations (2 reactions) Appraisals are to employees what examinations are to student...           How to Conduct Appraisals in Project Organizations? (1 reactions) What is the best type of appraisal for organizations where w...           Tips on Performance Management of Employees (2 reactions) I'd like to share some important tips on employee performanc...           The Best Methods of Performance Appraisal System in Government Sector I am currently working on finding out the best methods to co...           Appraising the What and the How In my organisation a semestral (semi-annual) appraisal of pe...           Feedback Should be Like a Mirror: Neutral (1 reactions) As we can see in various documents on feedback, it is often ...           The Meanings of Performance Evaluations The employee evaluations that I have had for the past 15+ ye...           Methods for Evaluation of Employees Let's collect methods and tools, old and new for the evaluat...           Performance Appraisal and Salary Determination The performance appraisal process should be based upon an as...           From Business Objectives > Department Deliverables > Employee Objectives > Performance Appraisal Each year, an organization determines business objectives...           Performance Appraisals are not Fair (1 reactions) I don't believe in performance appraisals. Because it is not...           Difficulty of Conducting Performance Apprasals in an R&D Organisation (1 reactions) The work of an R&D organisation cannot be defined precise...

Best Practices - Performance Appraisals Here you will find the most valuable ideas.   Checklist of Common Errors in Performance Appraisals (55 reactions) I was asked to make a list of common mistakes by managers in...           How to Achieve Fair Performance Appraisals? (2 reactions) It's important that a fair method / system of feed back           No Routine Annual Performance Appraisals (4 reactions) Performance appraisals in my opinion should not be allowed t...           How to Give Constructive Feedback? Models and Tips (36 reactions) I would like to gather methods and best practices on giving ...           Concerns not Previously Discussed During Performance Reviews (2 reactions) I am always worried that there has not been enough upfront r...           How to Deal with Average Performers? (39 reactions) Managing Average Performers They did deliver, if onl...           Open Communication? Try Coffee Talks (3 reactions) I my view, the main problem with annual performance evaluati...           Wrong Use of Employee Appraisals (1 reactions) My personal view regarding appraisals is that it has beco...           Three Types of Performance Appraisals (13 reactions) In employee performance management, performance appraisals a...           Obsession with Quantifying Human Performance (41 reactions) In his book (2018), Jerry Muller describes the damage our o...           Broken Confidentiality of Performance Appraisals (4 reactions) Hi, my problem is related to behaviour of my boss, who is...           Conditions for Successful Performance Appraisals (5 reactions) Performance appraisals are a vital action in HR systems. But...           How to React When You are Undervalued? (6 reactions) How can you succeed when your tumultuous efforts are not rec...           Tips for Ensuring Performance Appraisals Hold Up in Court (8 reactions) One inherent risk in the use of performance evaluations is t...           How to Prepare for a Performance Appraisal as Appraiser (39 reactions) It is wise to put yourself in the position of the recipient ...

Expert Tips - Performance Appraisals Here you will find high-quality advice from experts.   3 Suggested Changes to Improve the Performance Review Process Improving Performance Appraisal Process, Improving Performance Reviews, Best Practices...       The Focus of Improving Appraisal Systems Improving Performance Appraisal Process, Improving Performance Reviews, Improving Appraisal Systems, Best Practices...       Fairness of Managers and Leaders: are Fair Leaders More Effective? Management, Leadership, HR, Performance Appraisals...       Solutions for Top 50 Problems Faced in Performance Appraisals Improvement of Performance Appraisals...

Resources - Performance Appraisals Here you will find powerpoint presentations, micro-learning videos and further information sources. How to Give Successful Feedback to Employees Giving Feedback, Conducting a Performance Review, Performance Appraisal...   Effective Employee Performance Appraisals: Purposes, Characteristics, Sources and Methods Performance Appraisal...   Employee Performance Management and Performance Appraisals (In depth) Performance Appraisals, Performance Management, Employee Performance...   10 Common Mistakes in Giving People Feedback Performance Feedback, Performance Appraisal, Giving Feedback, Feedback to Employees...   The Role of Supervisor | Skills of Supervisors Skills of a Supervisor, Supervisor Role, Supervisor Behavior...   You Cause Poor Employee Performance Employee Appraisal, Performance Appraisal, Performance Review, Employee Performance...   The High Performance Development Model Employee Performance Management, Employee Development, Career Management...   Multitasking and Ways to Avoid It Multitasking Behavior, Peeformance Management...   Bullying: Workplace Performance and Preventive Strategies Organizational Management, Strategy...   DCOM Model Organization Dashboard Evaluate Organization Capability in DCOM...   DCOM Roadmap at 3 Levels Applying the DCOM Approach...   Guide Toward Coaching your Employees Coaching Employees, Performance Reviews, Giving Effective Feedback...   How to Get a Raise. 5 Negotiation Secrets Salary Negotiations, Negotiating a Raise...   Introduction to Performance Appraisal of Employees Initial Understanding of Performance Appraisal, Start of Workshop...   Work-Family Conflicts and Work-Life Policies Performance Management, Work-Life Balance, HR, Programs...     News about Performance Appraisals         Videos about Performance Appraisals         Presentations about Performance Appraisals         Books about Performance Appraisals         More about Performance Appraisals

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

Return to Management Hub: Communication & Skills  |  Human Resources

More on Management  |  Return to Management Dictionary  | 

This ends our Performance Appraisal summary and forum.