QUESTION 2 . Is it possible to conduct meaningful performance appraisals without accurate and up-to-date position descriptions and performance indicators?

It is not possible to conduct meaningful performance appraisal without accurate and up-to-date positions descriptions and performance indicator as it should be well thought-out and well-planned. First of all, a meeting should be organized to create understanding and consciousness for both parties. It will not be able to carry out an appraisal without reviewing previous appraisal report; we must know the duty of the employees, listen and give the employee the opportunity to talk. As the appraiser should have all required information for example; job descriptions, your ability to perform effectively in your job requires that you have and understand a complete and up-to-date job description for your position, and that you understand the job performance requirements and standards that you are expected to meet. Your supervisor should review your job description and performance requirements with you.  Moreover, an employee should understand clearly and execute their performance expectations that contain some components:

·         A company strategic planning process that defines overall direction and objectives.

·         A communication strategy that tells every employee where their job and needed outcomes fit within the bigger company strategy.

·         A process for goal setting, evaluation, feedback, accountability that lets employees know how they are doing. This process must provide opportunities for continuing employee professional and personal development.

Then when gathering accurate and up-to-date information to the employee, so it is important to have an objective performance appraisal meeting.