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 badly in one area does not make his/her overall performance bad. The same goes for good performance.
- Length of service or an employee’s grade does not necessarily mean better performance.
- Avoid bias about an employee based on your personal feelings for that individual.
- Don't confuse current performance on past performance. Look at the current period being reviewed.
- Don't overrate a poor performer as a motivational tool.
- 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.
For guidance on how to address performance deficiencies, contact the Employee Relations Team in the Office of Human Resources.
This page was last reviewed on February 15, 2013
