1The basic components that appraisal forms should contain are employee information; accountabilities, objectives, and standards; competencies and indicators; major achievements and contributions; developmental achievements; developmental needs; plans and goals; stakeholder input; employee comments; and signatures.
2Only forms adopting a results-oriented approach need the following features: simplicity, relevancy, descriptiveness, adaptability, comprehensiveness, clarity, communication, and time orientation.
3The mechanical approach to computing an overall performance score involves taking every aspect of performance into consideration and arriving at a defensible summary.
4Yearly performance appraisal meetings falling on the anniversary date of the employee’s hire date are the ideal method of communicating performance expectations to the employee.
5During the formal performance review meeting the employee’s performance is discussed from the employee and supervisor’s perspective.
6All six appraisal meetings should be held as separate meetings.
7Supervisors are the best raters of employee performance.
8Self-appraisals should not be used as the only source of performance data because they may be more lenient and biased than other ratings.
9Ratings gathered from different sources in the organization will mostly be similar given that they are all rating the same employee.
10Regardless of who rates performance, the rater is likely to be affected by biases that could distort the resulting ratings.
11The two main reasons that open-ended (i.e., comments) sections are typically not used effectively are that (1) it is not easy to systematically categorize and analyze such comments and that (2) quality, length, and content may vary.
12Peers are in the best position to evaluate performance in relation to strategic organizational goals.
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