Home >

What Does An Effective Performance Appraisal Process Look Like?

As I described in performance appraisal, an effective appraisal process begins with a performance-planning meeting where the manager and the individual discuss the upcoming year, set goals, review the competencies that the organization expects people to demonstrate, and identify the key job elements. They may also discuss the subordinate’s development needs and goals in this hour-long meeting.

Over the course of the year the manager and the individual regularly talk about performance. They adjust objectives as priorities change and as goals are met. The manager solves performance problems if any arise and creates the conditions that motivate. She also conducts a midyear review to more formally discuss the individual’s performance halfway through the annual cycle.

Performance assessment is the third phase of an effective performance appraisal process. The manager evaluates exactly how well the individual has performed in each area covered in the appraisal instrument, writes narrative descriptions of the performance, and assigns the appropriate ratings.

Once the performance appraisal form has been written, reviewed, and approved, the employee and the manager get together for the final phase of the process: performance review. They discuss the manager’s evaluation of the individual’s performance and come to an understanding of what was accomplished over the course of the year and how those accomplishments were evaluated. At the end of this meeting, they set a time to get together again to plan for the upcoming year, and the process begins anew.