NORTHWEST SAMAR STATE UNIVERSITY

Calbayog City, Western Samar

GRADUATE STUDIES
SPECIAL ACADEMIC PROGRAM

Topic: CHARACTERISTICS OF AN EFFECTIVE PERFORMANCE APPRAISAL SYSTEM

Reporter: THUMBSEEN DELILAH C. GALBAN
Course Program: Master of Arts in Education
Course: Supervision of Instruction
Course Instructor: Dr. Mario Rodgie R. Sombilon
School Year/ Semester: 1st Trimester 2024
Day and Time: Saturday/ 8:00-12:00 NN

CHARACTERISTICS OF AN EFFECTIVE PERFORMANCE APPRAISAL SYSTEM

An effective performance appraisal system should possess several key characteristics to

ensure it contributes positively to organizational goals and employee development. Here are
some essential characteristics:

Clear Objectives and Criteria: The system should have clearly defined objectives and
evaluation criteria aligned with organizational goals and job requirements. This clarity helps
both managers and employees understand what is expected.
Regular Feedback: It should provide regular, timely feedback rather than relying solely on
annual or semi-annual reviews. Frequent feedback helps employees stay on track, make
improvements, and feel engaged in their work.
360-Degree Feedback: Incorporating feedback from multiple sources, including peers,
subordinates, and managers, provides a comprehensive view of an employee's performance
and fosters a culture of accountability and collaboration.
Fair and Objective Evaluation: The appraisal system should be fair and objective, free from
bias or favoritism. Evaluations should be based on measurable performance metrics and
behaviors rather than subjective opinions.
Employee Involvement: Employees should have an active role in the appraisal process,
including setting goals, self-assessment, and discussing development opportunities. This
involvement promotes ownership of performance improvement.
Developmental Focus: Rather than just focusing on past performance, the system should
emphasize employee development and growth. It should identify strengths to leverage and
areas for improvement, with clear plans for skill enhancement and career advancement.
Alignment with Rewards and Recognition: Performance appraisals should be linked to
rewards, recognition, and career advancement opportunities. This alignment reinforces
desired behaviors and motivates employees to perform at their best.
Documentation and Record Keeping: Proper documentation of performance evaluations,
feedback, and development plans is essential for tracking progress over time, making
informed decisions, and ensuring legal compliance.
Flexibility and Adaptability: The system should be flexible enough to accommodate changes
in job responsibilities, organizational priorities, and individual career paths. It should adapt
to evolving business needs and market conditions.
Continuous Improvement: Regular review and refinement of the performance appraisal
system are necessary to address any shortcomings, incorporate best practices, and ensure
ongoing effectiveness in driving employee performance and organizational success.