Summary

• Does the organisation operate an appraisal system?
• What are the criteria against which employees are appraised?
• Is there a series of behaviours that the organisation identifies as important to its culture?
• Are these behaviours linked to a set of key competencies?
• Does the organisation link performance appraisal to achieving business objectives, as they relate to individual employees?
• How is employee achievement against business objectives evaluated?
• What method(s) of assessment are used (i.e. numerical rating, word descriptions, or a combination of both)?
• How many appraisers contribute to the evaluation process for each employee?
• If more than one appraiser, what relationship would they normally have to the appraised employee (e.g. manager, peer, self, subordinate, customer)?
• How is the evaluation determined (i.e. are scores/ratings given against a series of behaviours/competencies/business objectives, or is one overall rating given)?
• Does the organisation provide for assessing the employee’s potential for promotion as part of the appraisal process?