- Don't focus on one specific incident - review the entire period which the appraisal covers
- Don't go solely by memory - base the review on accurate and factual data
- Avoid the "halo" and "horns" effects. Just because the employee performs badly in one area does not make his/her overall performance bad. The same goes for good performance.
- Length of service or an employee’s grade does not necessarily mean better performance.
- Avoid bias about an employee based on your personal feelings for that individual.
- Don't confuse current performance on past performance. Look at the current period being reviewed.
- Don't overrate a poor performer as a motivational tool.
- Don't rush through the appraisal. Take time to record accurate information which truly reflects the individual's performance.
- Don't be afraid to provide truthful information.
For guidance on how to address performance deficiencies, contact the Employee Relations Team in the Office of Human Resources.