Performance Appraisal Interviews
The performance appraisal (PA) interview is typically the final step of the appraisal process. The interview is held between the subordinate and supervisor. The PA interview can be considered of great significance to an organization’s PA system. It is most advantageous when both the superior and subordinate participate in the interview discussion and establish goals together. Three factors consistently contribute to effective PA interviews: the supervisor’s knowledge of the subordinate’s job and performance in it, the supervisor’s support of the subordinate, and a welcoming of the subordinate’s participation.
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Famous quotes containing the words performance, appraisal and/or interviews:
“True balance requires assigning realistic performance expectations to each of our roles. True balance requires us to acknowledge that our performance in some areas is more important than in others. True balance demands that we determine what accomplishments give us honest satisfaction as well as what failures cause us intolerable grief.”
—Melinda M. Marshall (20th century)
“When one cannot appraise out of one’s own experience, the temptation to blunder is minimized, but even when one can, appraisal seems chiefly useful as appraisal of the appraiser.”
—Marianne Moore (1887–1972)
“If the justices would only retire when they have become burdens to the court itself, or when they recognize themselves that their faculties have become impaired, I would grieve sincerely when they passed away, and you would not feel like such a hypocrite as you do when you are going through the formality of sending telegrams of condolence and giving out interviews for propriety’s sake.”
—William Howard Taft (1857–1930)