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:
“The child to be concerned about is the one who is actively unhappy, [in school].... In the long run, a child’s emotional development has a far greater impact on his life than his school performance or the curriculum’s richness, so it is wise to do everything possible to change a situation in which a child is suffering excessively.”
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—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)