1、1100单词， 5800英文字符， 1800 汉字 The performance appraisal Edmund K .Miller Just when you think you can stop worrying about grades, you hear someone mention something about “performance appraisals.” Maybe its your supervisor or a fellow worker. You may even have encountered appraisals before. Whether youve
2、 heard about performance appraisals (PAS) or not, theyre something you should expect to encounter for the rest of your working life. Besides your salary, PAS represent the “grades” you receive on the job. They can have the same kinds of connotations as academic report cards, both positive and negati
3、ve. We all like to hear about the good things were doing and how valued our contributions are, but theres obviously a flip side to this, i.e., were not doing so well and are not as valued by our employer, or at least the employers representatives who control our destiny. Performance appraisals take
4、many forms and are handled in a wide variety of ways, even within the same organization. Whatever they involve specifically, they all share a common purpose: to provide periodic feedback to employees about their job performance. This might be described as “downward appraisal” as it comes from the su
5、pervisor to the supervised. Some employers have instituted “upward appraisals.” Understandably anonymous, these give the supervised a chance to tell those above them how well management is perceived to be doing. The process Ideally, the appraisal process is well-defined, understood by all parties in
6、volved and implemented in a fair and consistent manner within the organization. The process also usually occurs during the same period of time each year. When I was at Lawrence Livermore National Laboratory (LLNL), for example (my comments here are based primarily on that experience which 1believe is fairly representative), the annual appraisal period ran from March through May. This preceded the discussion of salary adjustments in June and July, which were then announced by annual raise
