Definition: Performance appraisal

Common Assessment Framework (CAF)

"Performance appraisal" needs to be understood in the management context. Usually, the management system of an organisation will include the assessment of individual employees’ job performance. This practice helps to monitor the departmental and overall organisational performance by aggregating the individual performance at different management levels within the organisation. The personal appraisal interview between the individual employee and his/her line manager is the most common way for an appraisal to be carried out. During the interview, in addition to an appraisal of performance, other aspects of the individual’s employment can be assessed, including level of job knowledge and competences from which training needs can be identified. In a TQM (Total Quality Management) approach, the PDCA (Plan, Do, Check, Act) – based on continuous improvement – is used at the individual level: PLAN the job for the coming year, realise the job (DO), CHECK your realisation during the performance appraisal interview and adapt (ACT) if necessary for the next year: the objectives, the means and the competences. There are several ways to increase the objectivity of performance appraisal:

- the upward appraisal where managers are evaluated by employees directly reporting to them;
- the 360 degrees appraisal, where managers are evaluated from different points of views: general managers, peers, collaborators and customers.
Source:
European Network of National CAF Correspondents, European CAF Resource Centre at the European Institute of Public Administration (EIPA), "The Common Assessment Framework (CAF). Improving Public Organisations through Self-Assessment. CAF2013", Maastricht, September 2012
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