How to Develop a Performance Appraisal System

Scripted’s talented community of freelance writers have a variety of expertise and specialties. While many of our customers hire writers to execute their content marketing strategy, our writers deliver high-quality content in many formats. You can find content writers, blog writers, ghostwriters, and SEO writers all with experience in your niche.

The following is a an example of a Human Resources blog post:


Small and large businesses alike rely upon a performance appraisal system in order to set expectations, develop benchmarking scores and track employees over time, and provide a system for structured goal-setting and feedback. Although out-of-box solutions exist to create a performance appraisal system, companies often choose to customize their own application or methodology specific to the needs of their unique workforce. Developing a performance appraisal system requires careful thought, planning and implementation, but the rigors of setup are offset by valuable results over time. Designing Performance Appraisal Metrics Determine company expectations for performance. The most valuable performance feedback evaluates employees based on overall company expectations as well as individualized job-specific goals and measures. Meet with both senior and frontline leaders to develop the scope of areas for appraisal. Establish guidelines for how performance objectives are set both by the company and the individual employee, when they are set and updated, and at what frequency they are reviewed by the individual employee and their manager. Include some or all of these performance appraisal metrics in company-set objectives: attendance, communication, safety, customer service, decision-making, initiative, self-development and teamwork. The measure of the same metrics over time allows for employee performance benchmarks to be established, against themselves, among particular work groups and throughout the entire company. Enable employees, in conjunction with their managers, to set yearly performance appraisal metrics, based upon their specific job function. Begin with the position’s job description to set specific metrics, and then include measures specific to the employee’s self-development as well as participation in identified projects or company goals. Designing a Performance Appraisal System Determine whether company's needs will necessitate a less formal or non-technology-based performance appraisal system, or if a more formal database system will be necessary. If the latter is determined, choose a platform to host the performance appraisal system. Evaluate out-of-box solutions, as well as in-house database solutions. Consider cost, development requirements and timing, and ongoing maintenance before making the final decision. Design a performance appraisal system based upon accrued expectations and guidelines and with either in-house developers or the chosen external solution. If a non-technology-based solution is selected, design parameters for how self-appraisals and manager-led appraisals will be completed, collected and correlated. Select alpha (leaders) and beta (employees) testers to evaluate the designed system. Carefully measure how the system addresses expectations and guidelines as well as the ease of use for employees and managers. Amend any identified areas of concern in the performance appraisal system. Create policy and procedure documentation in support of the performance appraisal system to disseminate to all end users. When utilizing an out-of-box solution, ensure that any tweaks to the system have been addressed in the documentation provided. Include guidelines for when objectives are set, when performance is evaluated, and how the information will be discussed between managers and their employees. Implement the performance appraisal system through careful introduction, explanation of the full scope, expression of expectations, and training on procedures and usage.


Tiffany A.

Tiffany A.

Fort Worth, Texas, United States

Tiffany Aller is a full-time professional freelance writer with more than a decade of experience in the industry. Her core topics of expertise are related to real estate and home improvement, human resource and talent management, and healthcare and medicine. Based in Texas, Al...

Jobs Completed 144 Customer Ratings 5 Job Success 142/144 (98%)

Other content marketing examples from Tiffany A.

Get More Bang for Your Buck: Use Your Tax Return for Home Improvements

Spring is a great time to begin tackling projects around your DFW home that will enhance its valu... Read More

What is the Duration of a Patent

Protecting intellectual property is an important practice for business owners and inventors who h... Read More

Similar content marketing examples from other writers

Remote Workplaces: Unraveling The Risks And Reward Of Flexible Work Environments

The potential risks and rewards of remote workplaces are among the hottest topics in HR today. AD... Read More

Jobs with the Fastest Growth

In spite of the high U.S. employment rate, there are job opportunities that are growing faster th... Read More

Are You Driving Your Prospects Away? Part 2

If you're seriously short on new clients and repeat business, you can blame your background, your... Read More

EXCERPT: 6 Steps to Check Learning Management System Readiness

Competitive markets and constant upheaval in regulated fields means learning is no longer an asse... Read More

How to Deal With Difficult Personalities at Work

How to Deal With Difficult Personalities at WorkWhether it’s a boss, a co-worker, a subordinate o... Read More

Applied CRM: Building Revenue With Customer Relations

Applied CRM: Building Revenue With Customer RelationsHealthy customer relations equals customer p... Read More