Using the terms "performance appraisal" and "performance management" interchangeably, as is often the case, even with HR specialists, has complicated some performance-oriented efforts in government, the report said.
While the Code of Federal Regulations differentiates between the two terms, "definitions are silent on the profoundly different implications for the management of employees," according to the report.
The CFR says performance appraisal is the process under which performance is reviewed and evaluated, really a year-end event covering the completion of the appraisal form and discussion with the employee.
Ratings are supposed to be based on what the employee did over the full year, but managers rarely keep detailed notes to that end, the report said.
It said performance management on the other hand is a more comprehensive process that is future-oriented and starts with performance-planning discussions at the beginning of the year.
It allowed that there is some overlap, but said a performance appraisal mainly occurs when a manager relays decisions to the employee. Yet, managers often rush through appraisals. The report called such meetings "perfunctory at best."
With individual performance plans employees can track their performance throughout the year, take corrective action, and possibly renegotiate performance goals, the report said, adding, "The year-end ratings are essentially a scorecard; there should be no surprises."
