The document discusses performance appraisals, including why they are conducted, potential pitfalls, and different methods. Performance is appraised to inform decisions around promotions, pay, and program/policy effectiveness. Issues can arise from job complexity, rater biases, and incompatible systems. Methods include trait-based (rating friendliness), behavioral (critical incidents), and outcome-based (management by objectives). Peer and subordinate ratings are also used but can be difficult for managers. While academics aim to judge skills, professionals focus more on work experience, creating tensions between the two domains.