Persons are appraised because guidelines to this effect have been issued by the personnel development or personnel administration department (selecting personnel for promotion, annual performance review, or salary review, for example). An appraisal might only be held once or, as is the case with annual performance reviews, at regular intervals.

During the phase in which the appraisal is prepared, the appraisees, appraisers, and other information on the appraisal have to be specified.

The appraisal can be held in the appraisee’s presence or absence. Depending on the appraisal model in question, either one appraisal or several subappraisals have to be created. Once the appraisal(s) have been completed, the results can be passed on to other departments for further processing, and to the appraisee for approval. Feedback sessions can be arranged with the appraisee, and more appraisals can be planned.

For further information on these activities, refer to the Implementation Guide (IMG) for Personnel Development (step: Appraisal Systems).

1. Prepare the appraisal.

For further information, please refer to Preparation of an Appraisal.

2. Hold the appraisal.

For further information, please refer to Holding of an Appraisal.

3. Complete the appraisal.

For further information, please refer to Completion of an Appraisal.

4. Perform follow-up activities for the appraisal.

• If an appraisal model with the appraisal type Individual appraisal is used. See Creating an Individual Appraisal in One Step.
• If the appraisal was not prepared or held in the system. In this case, details and results of the appraisal are input "after the event".