2. Is it possible to conduct meaningful performance appraisals without accurate and up-to-date position descriptions and performance indicators?

2.  Is it possible to conduct meaningful performance appraisals without accurate and up-to-date position descriptions and performance indicators?

“ A job description sets out the purpose of a job, where it fits in the organisation structure, the context within which the job holder functions and the principle accountabilities of job holders, or the main tasks that they have to carry out.”  (Human Resource Management Practice by Michael Armstrong)

It is not possible to conduct meaningful performance appraisal if the Manager does not have accurate and up-to-date job description and performance indicators.  The appraisal meeting will be off-track because the manager will not know what performance plan has been defined and agreed at start.   He must know what are the duties and responsibilities of the employee – what are his priority tasks.  

The performance indicators will give him a hint on the level of performance expected and how effective the results achieved are.  He will consequently know what measures were set at start.  

Managers must be prepared to carry out the performance appraisal meeting.  They must have:

a.                   The necessary documentation as regards to job description / objectives previously established / notes regarding the performance for the agreed period of evaluation.

b.                  They must be aware of the performance indicators and know where to find relative data showing evidence of how the indicators have been reached.

c.                   To have an objective appraisal, the manager must collect evidence - facts and up-dated data sustaining the results achieved