Performance appraisal

A performance appraisal (also known as a performance review, performance evaluation, career development discussion, or employee appraisal),[1][2] is a periodic process where the job performance of an employee is documented and evaluated.

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 as providing feedback too infrequently to be useful,[4] and some critics argue that performance reviews in general do more harm than good. It is a principal-agent framework that describes the relationship of information between the employer and employee, in particular the direct effect and response received when a performance review is conducted.[5]

Performance appraisals are a part of career development.

  1. ^ Howes & Muchinsky 2022, p. .
  2. ^ "Conducting the Development Discussion – Manager's Tips" (PDF). MIT Human Resources. Archived from the original (PDF) on 27 March 2010.
  3. ^ Tyskbo, Daniel (8 March 2020). "Line management involvement in performance appraisal work: Toward a practice-based understanding". Employee Relations. 42 (3): 818–844. doi:10.1108/ER-06-2019-0236.
  4. ^ Evans, Samantha; Tourish, Dennis (July 2017). "Agency theory and performance appraisal: How bad theory damages learning and contributes to bad management practice" (PDF). Management Learning. 48 (3): 271–291. doi:10.1177/1350507616672736.
  5. ^ Waterman, R. W.; Meier, K. J. (April 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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