Appraisals

• Staff appraisal, also known as performance appraisal or performance management, involves regular meetings where an employee's performance is analyzed against performance targets
• In staff appraisal, employees may be judged on tasks completed like number of complaints, performance of subordinates, and management of budget
• Supporters of staff appraisal argue that it motivates, improves performance, allows setting achievable targets, identifies training needs and potential, enables achievable bonuses to be earned, and allows line managers to give value to the work done
• Critics of staff appraisal argue that it can cause tension in the workplace, put workers under pressure to keep improving performance, and place too much power in the hands of line managers who may misuse it
• Managers in staff appraisal have conflicting roles, being both supporters and developers of staff as well as responsible for reprimanding and disciplining staff
• Success of staff appraisal depends on acting upon staff problems highlighted, having clear criteria for appraisal, and training managers to solve problems arising from poor performance indicated in appraisals
• Self-assessment involves critically reflecting on one's own performance, recording progress, and suggesting targets for the future
• Peer assessment involves employees of a similar level critically commenting on a co-worker's performance and suggesting methods of improvement
• 360 degree appraisals involve feedback from people like fellow workers, line managers, junior staff, team members, customers, and suppliers, providing a full picture of performance