Avoiding Biases in Performance Appraisals

Objective Performance Appraisals
Bilkisu Kure, Analyst, Nigeria
It's easier to remove bias from the performance appraisal process if the key performance indicators (kpis) are measurable (this is more easily done in financial institutions where the metrics are in numbers).
The key is in setting measurable KPIs and having an independent way of monitoring them, such as an automated system devoid of human intervention.

Key Responsibility Indicators
SANKHA SUBHRA RAKSHIT, Manager, India
Thank you for your support. But is this applicable in every industry and function? For example in a sales team we can go by figures but what about the operations people?

Appraisals for Operations/back Office Staff
Bilkisu Kure, Analyst, Nigeria
For operations people you might want to measure their speed and accuracy. You can track error rates and the number of transactions/goods they process on daily basis. This could feed into the performance appraisals.

Reducing Supervisor Bias in Appraisals
Caroline Kangalee, Other, Trinidad and Tobago
I have found it valuable to reduce supervisor bias by allowing the employee to complete his/her own (in draft) report.
This gives the supervisor and counter signing officer the opportunity to see what the supervisee actually thinks of himself/herself, the assigned duties and performance levels/metrics achieved.
Usually it reveals the halo effect if the person is a "problem employee" and good all-round performers usually downgrade themselves.