The document discusses performance appraisals and gathering performance information. It describes the key components of an effective appraisal form, including basic employee information, objectives, competencies, achievements, and development plans. It recommends an annual or semi-annual appraisal period with formal meetings to discuss performance. The document also analyzes different sources of performance ratings, such as supervisors, peers, subordinates and customers, noting their advantages and disadvantages. Finally, it discusses strategies to prevent rating distortions like inflation or deflation through rater training programs focused on identifying, observing and evaluating employee performance.