I have to answer this discussion board post with more than just I agree or disagree.

Any suggestions?

Performance appraisals are used to determine annual wage/salary increases and to gage an employees performance whether positive or negative. This allows the employees manager or supervisor an opportunity to discuss any performance related issues. Once these discussions happen, a method of corrective action can take place, such as additional training if necessary to correct any poor performance. Performance appraisals can strengthen the relationship between an employee and their supervisor/manager and generate good conversations about where an employees career is headed. Its a great way to keep open and honest communication between the supervisor/manager and the employee.

At my organization we have 180-day appraisals to allow us to evaluate a new employees progress. Afterwards, appraisals are completed on an annual basis. Increases are given as a percentage based on the overall performance score. Each position within the organization is appraised on a set of factors that were developed based on the job expectations. For example, a CNC Machinist wouldnt have the same factors as an HR Generalist since these two positions are completely different. We also have our employees complete self-appraisals that allow them to score themselves and provide an explanation as to why they scored themselves the way they did. I like to tell our employees that the self-appraisal is their opportunity to highlight their accomplishments throughout the year that their supervisor/manager may not be aware of, adding value to their conversations during the appraisal meeting. Our biggest issue with performance appraisals is getting them completed on time. Late appraisals cause issues with morale and make employees feel underappreciated. When done correctly, appraisals can be time consuming and getting supervisors/managers to complete them in a timely manner can be challenging.

Performance appraisals really bring value to an organization when administered correctly. It encourages open communication and allows for opportunities for improvement. An appraisal should draw attention to things the employee is doing correctly, in addition to pointing out room for improvement. Addressing poor performance allows the employee an opportunity to correct the behavior and in return will increase productivity for the organization.