Strategies to ensure accuracy and fairness in the performance appraisal

i. Develop self awareness regarding own biases and prejudices.

ii. Use appropriate consultation.

iii. Gather data adequately over period of time.

iv. Keep accurate anecdotal records for length of appraisal period.

v. Collect positive data and areas where improvement is needed.

vi. Include employee’s own appraisal of their performance

vii. Guard against halo effect, horns effect and central tendency trap.

Types:

1. Informal: occurs on a routine basis and may consist of

  • observation of work performance while engagedin individual or group function
  • incidental face to face confrontationand collaboration with the worker
  • responses offered by the worker during a conference
  • noting the worker’s reaction to a patient, family or a staff
  • noting the effects of a worker’s actions on patients/clients, families, personnel and /or environment.

Informal appraisal quickly encourages desirable performance and discourages undesirable action before it becomes habitual, because of the close association between the behaviour and the feedback. Further if these observations are recorded , can providevlid information for compilation of a formal report.

2.Formal: accomplished by regularly and methodically collecting objective facts that can distinguish between what was expected and what wactually occurred.. The is no single approach that applies to every setting but each method should be accurate; timely; objective; focused on level of performance in every worker category; addressed to major roles expected; economically realistic; appropriate for the organizational structure; acceptable to the members involved.