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:
“They say all lovers swear more performance than they are able, and yet reserve an ability that they never perform; vowing more than the perfection of ten, and discharging less than the tenth part of one.”
—William Shakespeare (1564–1616)
“Do your children view themselves as successes or failures? Are they being encouraged to be inquisitive or passive? Are they afraid to challenge authority and to question assumptions? Do they feel comfortable adapting to change? Are they easily discouraged if they cannot arrive at a solution to a problem? The answers to those questions will give you a better appraisal of their education than any list of courses, grades, or test scores.”
—Lawrence Kutner (20th century)
“What a perpetual disappointment is actual society, even of the virtuous and gifted! After interviews have been compassed with long foresight, we must be tormented presently by baffled blows, by sudden, unseasonable apathies, by epilepsies of wit and of animal spirits, in the heyday of friendship and thought. Our faculties do not play us true, and both parties are relieved by solitude.”
—Ralph Waldo Emerson (1803–1882)