This document discusses various methods for performing performance appraisals, including narratives, rankings, checklists, rating scales, and objective measures. It notes that while performance appraisals aim to provide feedback, identify training needs, document criteria for rewards, and facilitate communication, they are subject to rater bias and errors. The document outlines different appraisal formats like comparative standards that compare employees, absolute standards like critical incidents and management by objectives, and multi-source feedback like 360 reviews. It questions which formats work best and whether issues lie more with the format or underlying performance appraisal concepts.