What should I do to get fair performance appraisal?

Some of the PMS assessments in my department are unfair and based on the personal vendetta a supervisor has against some team members. How does an HR manager ensure employees have accurate and fair performance appraisals despite them overseeing the performance of several employees? Paul

Dear Paul,
Performance Appraisal System (PMS) also referred to as performance reviews, has three basic functions: (1) To provide feedback to each person on his or her performance; (2) To serve as a basis for modifying or changing behaviour toward more effective working habits; and (3) To provide data to managers with which they may judge future job assignments and career paths for the people they manage. The process begins with setting and agreeing on the objectives referred to as Key Performance Indicators (KPIs) against which the employee will be evaluated over the agreed period or performance cycle.

By using the performance appraisal process as a personal vendetta against the people they manage, your supervisor is abusing their authority and the best way to ventilate and make the process objective is to stick to the agreed KPIs if, they were smartly set. Although the process can be subjective, it is always wise for the appraiser and appraisee to stick to the agreed KPIs and manage subjectivity to a minimum. If you set KPIs with your manager at the beginning of the performance cycle, you have grounds to guide your manager to stick to the agreed KPIs and only rate you against them.

You can manage the subjectivity of the PMS conversations by referring to your results/achievements and allowing them to speak for themselves. This can only be possible if you had kept your performance records which would now be the point of reference. If you are still faced with challenges, appeal to your HR department to intervene as neutral arbiters to ensure fairness in the process.

Moses Ssesanga
Head Human Resource
NMG - Uganda
[email protected]