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Performance Management for any Application: Performance Appraisal Phase

© Copyright Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Adapted from the Field Guide to Leadership and Supervision in Business and Field Guide to Leadership and Supervision for Nonprofit Staff.

Strongly Suggested Pre-Reading

Performance Management: Traditional and Progressive Approaches
Overview of Performance Management Process for any Application
Performance Planning Phase

Approaches to Doing a Performance Appraisal

Remember that information in this section is generic to performance management, that is, the information generally applies to any domain of performance management, including an organization, an internal and recurring process, a team or an employee.

The performance appraisal phase generally occurs after the Performance Planning phase. Keep in mind that the three phases (performance planning, performance appraisal and development planning) are all cyclical and highly integrated in nature. As in our description of performance planning, we will continue with our example of the machine operator. So at this point in our example, a performance plan has already been developed for the operator.

9. Conduct ongoing observations and measurements to track performance
The operator's supervisor would observe the number of high-quality prints, including to share feedback with the operator's internal customer, the Director of the Catalog Department.

  • In a progressive approach, this would also occur, as the sharing of feedback with customers is extremely important.

10. Exchange ongoing feedback about performance
Feedback is information relevant to how well results are being achieved. Useful feedback is timely, feasible and understood. Ideally, feedback address key activities to improve or reinforce performance. Usually, the larger the number of sources giving feedback, the more accurate is the depiction of events. In our example, the employee, supervisor and Director of the Catalog Department should continue to share impressions of how well results are being achieved. Any ideas to improve or support performance should be implemented as appropriate. This ongoing feedback is often one of the most important aspects of performance management.

  • In a progressive approach, this would also occur, as the sharing of feedback with the domain (in our example, the operator) is extremely important.

11. Conduct a performance appraisal (sometimes called performance review)
A performance appraisal (or review) includes documentation of expected results, standards of performance, progress toward achieving of results, how well they were achieved, examples indicating achievement, suggestions to improve performance and how those suggestions can be followed. If the above activities in the performance management process were followed, the performance appraisal is usually quite straightforward to carry out. In our example, the appraisal should include input from the employee, supervisor and Director of the Catalog Department. The performance appraisal should be carried out at regular intervals as performance tracking is underway.

  • In a progressive approach, performance review documentation and meetings would occur more than once a year in order to remain relevant to any changes in the organization's, the customers and/or the operator's goals. The review would not include any surprises for the operator, as any concerns about performance would have been addressed as soon as they occurred.

12. If performance meets desired performance standards, reward for performance
In our example, the machine operator may be due some form of reward, that is, recognition or compensation, for example, a letter of recognition, promotion or letter of commendation.


Next, see
Development Planning

Learn More in the Library's Blogs Related to Performance Appraisals for Employees, Teams, Processes and Organizations

In addition to the articles on this current page, see the following blogs which have posts related to Appraisals for Employees, Teams, Processes and Organizations. Scan down the blog's page to see various posts. Also see the section "Recent Blog Posts" in the sidebar of the blog or click on "next" near the bottom of a post in the blog.

Library's Human Resources Blog
Library's Leadership Blog
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