Training & Organizational Development 

Pitfalls to Avoid when Appraising an Employee

• Don't focus on one specific incident – review the entire period which the appraisal covers.
• Don't go solely by memory – base the review on accurate and factual data.
• Avoid the "halo" and "horns" effects. Just because the employee performs less than satisfactorily in one area does not make his or her overall performance less than satisfactory. The same goes for satisfactory performance.
• Length of service or job grade does not necessarily mean better performance. Look carefully at the individual's performance within that job.
• Avoid bias about an employee based on your personal feelings for that individual.
• Don't base current performance on past performance. Look at the current period being reviewed.
• Don't overrate a poor performer as a motivational tool.
• Not all individuals are the same. Analyze each employee carefully; establish performance ranking.
• Don't rush through the appraisal. Take time to record accurate information which truly reflects the individual's performance.
• Don't be afraid to provide truthful information.

Performance Appraisal Forms:

• Exempt and Non-Exempt Staff Performance Appraisal Form
• Competency-Based Performance Appraisal Form for Exempt and Non-Exempt Staff
• Manager/Supervisor Performance Appraisal Form
• Probationary Assessment Form
  Managers complete this form approximately 3 weeks prior to the last day of the probationary period for newly hired, transferred or promoted staff.