Discussion #1 - Part B: Performance Appraisal Case Study - Required discussion for course points Assuming that the Supervisor's Notes in Discussion I above were specific enough, and the Performance Appraisal form was fairly typical of some companys' appraisals, is there potential for there to be differences in how "raters" of employee performance process information, and how they evaluate employee performance?

How might you design a performance appraisal system to mitigate such differences, and therefore make a positive difference in the quality of appraisals? (NOTE: You will want to keep this in mind for Assignment #3 - Pay for Performance: Design a pay-for-performance system.)