A performance appraisal should discuss individual employee work objectives and goal attainment, as well as possible career opportunities. Appraisals should be a yearlong conversation between employees and supervisors. Appraisals should be conducted with a view to increase overall employee engagement, retention and compliance. Supervisors should celebrate top performers.
A consistent form and format should be used in conducting performance appraisals. In the case of a unionized or partially unionized workforce, employers should follow the procedures set forth in the Collective Bargaining Agreement (CBA). If using 360-degree appraisals, minimize liability by not using this type of feedback as a basis for a promotion decision. Whatever method is chosen, an employer should appraise an employee's performance and ability in a fair and impartial manner.
Appraise performance honestly and use factual determinations, avoiding potential "grade inflation" and negligent retention concerns and be sure to retain documentation used in the appraisal process.