206 defined performance criteria and standards.
For instance, you cannot rate a graphic designer based on a skill, which is not present in his/her job description. db Management and employee endorsement:
To be effective, the appraisal system should be supported by the entire workforce. This includes management support for possible expenses such as additional training,
employee meetings, and appraisal forms and other materials, and staff time. e)
Flexibility: An organisation must design its system with enough flexibility to adapt to any changes that might occur. f)
Performance dialogue: Performance discussions between the rater and the employee are perhaps the most critical component of a successful performance appraisal system. g)
Periodic system checks: Systematically evaluating the validity of the performance appraisal system should be a key feature. h)
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