suggest a reflective reply to this post. have thought$-$provoking replies that support and add to their arguments and discussion. provide a personal example or experience.

Organizations often struggle with performance appraisal systems due to several challenges. Firstly, finding a system that satisfies everyone is difficult due to a lack of diverse options. Translating theoretical concepts into effective practice is complex, often leading to failures due to the system's multiple objectives: administrative, developmental, supervisory, and symbolic. Key issues with appraisal systems are their reliability and validity. Experts suggest having separate appraisals for developmental and administrative purposes, as linking pay to appraisals increases accountability and seriousness. However, the system's design often hinders accurate performance assessments. Common perceptual errors like central tendency, halo effect, recency effect, contrast error, similarity effect, leniency effect, harshness effect, and beauty bias further distort evaluations, leading to inaccurate reviews of employees $($Long and Singh, $2017).$

Indicate one thing that could improve the process.

From a personal perspective and referencing Long and Singh $(2017),$ performance appraisal systems should incorporate a multisource approach. For instance, I recently designed a competency evaluation system for Gas Plant Operators that employed a multi$-$evidence$-$based framework. The program required evidence of competency through various forms, including direct observation, self$-$assessment, peer review, documentation such as permits and work orders, and one$-$on$-$one conversations. Evidence was collected throughout the year and regularly assessed against a rubric. This comprehensive approach allowed leaders to make informed assessments of employee performance and identify areas for development.