Method to document and evaluate an employee's job performance
"Performance evaluation" redirects here. For the academic journal in science, see Performance Evaluation.
"Performance review" redirects here. For the television episode, see Performance Review.
A performance appraisal, also referred to as a performance review, performance evaluation,[1](career) development discussion,[2] or employee appraisal, sometimes shortened to "PA",[a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about work and settle into their jobs. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.
Performance appraisals are most often conducted by an employee's immediate manager or line manager.[3] While extensively practiced, annual performance reviews have also been criticized[4] as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good. It is an element of the principal-agent framework, that describes the relationship of information between the employer and employee, and in this case the direct effect and response received when a performance review is conducted.[5]
^Muchinsky, P. M. (2012). Psychology Applied to Work (10th ed.). Summerfield, NC: Hypergraphic Press.
^MIT Human Resources Archived 17 June 2012 at the Wayback Machine
^(Tyskbo, 2020])
^(Evans & Tourish, 2017)
^Waterman, Richard (1998). "Principal-Agent Models: An Expansion?". Journal of Public Administration Research and Theory. 8 (2): 173–202. doi:10.1093/oxfordjournals.jpart.a024377.
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