The Definition of an Appraisal
An appraisal is a two-way discussion that is motivational, leads to improved performance, and is of benefit to the individual, the manager, and the company.
The Purpose of an Appraisal
To achieve our business objectives, we as managers have the responsibility of continually improving our people by setting clear objectives, reviewing performance and developing skills. This is the purpose of performance management. It is not a grievance or disciplinary meeting. It is not a ‘pay review’ meeting.
The appraisal helps improve individual performance, realise potential and increase the effectiveness of the department and the organisation’s work.
To do this it has the following elements:
• An assessment of performance. This reviews past performance by looking at: o Outputs – the achievements against standards, targets and objectives.
• Planning for the future. This looks at: o Agreeing personal targets and objectives with the employee. o Creating personal development plan for the employee.
The assessment of performance should help us identify and repeat success, build personal strengths and minimise weaknesses. The appraisal review will only work if the manager and the jobholder are fully committed to its achievement.

The main emphasis of the appraisal should be planning for the future. KEY COMPONENTS OF APPRAISALS
Key Responsibilities
These are central to the appraisal process as they define the whole purpose of a job and are identical for the same job irrespective of which company it is in. Key Responsibilities only change if the job fundamentally changes. They define the areas where results need to be achieved and they are not activities. There are typically 5 – 8 per job. They are easily derived form job descriptions and focus group discussions on the key elements of a job.
Examples: Recruit, lead and