- 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.
- 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.
- Appraisals should be conducted with a view to increase overall employee engagement, retention and compliance. Supervisors should celebrate top performers.
- 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.