2.4.4 (HL)—Appraisal

An appraisal compares performance or development evidence with agreed expectations and decides what support or action follows. Formative reviews improve work during a period; summative reviews judge an outcome.

Choose feedback, targets and evidence that fit the role. A 360-degree view can reveal patterns across colleagues, but it also needs confidentiality and careful interpretation.

A new supervisor receives monthly coaching on observable behaviours, then a formal review after the trial period.

An appraisal is not just a score and feedback is not automatically objective; define the criteria and reduce halo or recency effects.

Use all four methods deliberately. Formative appraisal gives ongoing feedback for improvement; summative appraisal judges performance at the end of a period; 360-degree feedback combines views from people around the employee; self-appraisal asks the employee to assess evidence and development needs. Self-appraisal can increase reflection and ownership but may involve leniency or limited self-awareness; 360-degree evidence broadens perspective but needs anonymity, consistent criteria and protection from popularity bias.