This is not an article about what is performance appraisal nor about its benefits to employers or employees. You must have covered this topic during your studies or read about it. This is about my personal experience on my Department's performance appraisal system which I want to share with you.
In MSTD KPI targets are communicated to officers months after the start of a reporting period
KPI targets keep changing over the year.
Targets are not clearly defined. What is "Quality audits"?
Interpretation of KPI targets is not consistent all througout the organisation.
Figures are not substantiated and not verified.
Section Heads have mathematically unachievable KPIs!
Weighting of KPIs is same as if there were no weighting at all.
Officers got life long benefits for a single year top performance while others got life long penalty for a single year bad performance.
There is no department wise harmonisation for the subjective part of the appraisal form.
Bad top down communication.