1. PERFORMANCE APPRAISAL = Bimal Wagle

2. Organization exists to achieve certain goals.
Organizational effectiveness is also a function of success of employees in reaching their individual goal.
Performance Appraisal (PA) is concerned with the assessment of how successful employees are in meeting their individual goals.

3. Employees are performing well when they are ‘productive’.
Productivity implies;
- Effectiveness
- Efficiency.
Satisfactory performance implies a combination of both productivity with minimum degree of employee created disruptions (turnover, absences, tardiness etc.)

4. PERFORMANCE APPRAISAL:
SETTING WORK STANDARD , ASSESSING ACTUAL PERFORMANCE IN RELATION TO WORK STANDARDAND PROVIDING FEEDBACK TO EMPLOYEE TO ELIMINATE PERFORMANCE DEFICIENCIES.

5. It is most desirable to have objective measure of productivity but it is not always possible.
“ My Company pays for performance . Unfortunately, no one here knows how to measure it “ Anonymous.

6. Why Performance Appraisal ?
Basis of rewards/ Promotion, salary, etc.
Basis for locating deficiency in competency/ KAS.
Basis for locating strength and weakness of an employee/Correction and optimization.
Basis of validating the selection process/ Appropriateness of selection device.

7. PA Process consists of Six steps
Establish performance standard
Communicate performance expectation to employee.
Measure actual performance
Compare actual performance with the standard.
Discuss the appraisal wih the employee.
Initiate corrective action, if necessary.

8. Context of Nepalese Civil Service
40% weight on performance appraisal.
Multiple raters/ Supervisor(25),Reviewer(10),Review committee(5).
Job with and without target.
Objective indicators( Qty,Quality,Time and Cost)

9. Expectations
Decisive factor for promotion.
Basis of reward and punishment.
Basis of career development.
Input for improved performance.
Some Observation
- Gap between expectation and reality.
- Ambitious indicators (time,cost.qty,qlty).
- Perceived as ritual exercise.
- No correlation between level of performance and competency.

10. Conclusion
In most of the cases appraisal system neither motivates the employees nor guide their development.
There is school that argues to eliminate performance appraisal on the ground that performance is more a function of factors like training, communication, tools, and supervision.
However it is not practical to eliminate performance appraisal so go on improving.