The document discusses strategies to ensure accuracy and fairness in performance appraisals. It identifies 8 key strategies: 1) develop self-awareness of one's own biases, 2) consult with others frequently, 3) gather data appropriately, 4) keep accurate records, 5) assess both strengths and areas for improvement, 6) include self-appraisals from employees, 7) guard against common assessment pitfalls like halo effects, and 8) be aware of biases like the Matthew effect. The overall goal of performance appraisals should be employee growth, not just satisfying regulations.

1. Strategies to Ensure
Accuracy and Fairness in
Performance Appraisal
Humbert Simon A. Dumagat RN, MAN

2. At the end of the presentation, the graduate students will be able
to:
1. Identify the different strategies to ensure accuracy and
fairness in performance evaluation.
2. Apply the different performance evaluation strategies in the
workplace.
3. Evaluate the different strategies in terms of applicability in our
work setting.

3. Performance Appraisal
• Can be used to develop employee’s potential, to assist
the employee in overcoming difficulties that he or she
has in fulfilling the job’s role, to point out strengths of
which may not be aware of and to aid the employee in
setting goal. (Marquis, B. and Huston, C., 2012)

4. Strategies that will assist the manager in
arriving with a fairer and more accurate
assessment:
1. The appraiser should develop an awareness of
his or her own biases and prejudices.
2. Consultation should be sought frequently.

5. Strategies that will assist the manager in
arriving with a fairer and more accurate
assessment:
3. Data should be gathered appropriately.
4. Accurate record keeping is another critical part
of ensuring accuracy and fairness in the
performance appraisal.
When ongoing anecdotal notes are not maintained
throughout the evaluation period, the appraiser is apt to
experience the recency effect, where recent issues are
weighed more heavily than past experiences.

6. Strategies that will assist the manager in
arriving with a fairer and more accurate
assessment:
5. Collected assessments should contain positive
examples of growth and achievement and areas
where development is needed.
6. Some efforts must be made to include the
employee’s own appraisal of his or her own
work.

7. Strategies that will assist the manager in
arriving with a fairer and more accurate
assessment:
7. The appraiser needs to guard against three
common pitfalls of assessment: the halo effect,
the horns effect and central tendency.
8. Reviewers need to guard against a bias known
as the Matthew effect.

8. Summary
1. Develop Self –awareness
2. Consult others
3. Gather data appropriately
4. Keep record accurately
5. Assess strengths and areas for improvement
6. Self-appraisal by the employee
7. Guard oneself with the common pitfalls of assessment
8. Guard against bias known as Matthew effect

9. “A performance appraisal is a
waste of time if it is merely an
excuse to satisfy regulations and
the goal is not employee growth”.

10. Reference
• Marquis, B. & Huston, C., (2012) Leadership Roles and Management
Function – Theory and Application, Lippincott Williams & Wilkins, 7th
ed.