No matter how powerful an appraisal program is, if it's not going to save you time, it's not worth the investment. Learning curves will occur, however, while users become familiar with the new system, but many functions will become easier and faster to use once the system is in place and managers use it regularly. Each organization is different, thus the ability to internally customize the system to a particular company's needs is important. Employers should be able to decide whether supervisory comments can be included alongside all employee ratings, or only next to extremely high and low ratings. Company and individual goals should be adjustable as well.
Consistency is vital to the success of an appraisal program.
Confusion and frustration often result when Manager A completes appraisals one way, Manager B completes them another way, and Manager C doesn't complete them at all. Companies need a system that outlines specific job behaviors for each job classification, so, for example, two programmers are rated on identical criteria rather than being rated subjectively. To ensure accuracy and employee acceptance, every employee should be rated fairly and consistently. Consistent procedures have legal ramifications as well. Consistently applied documented procedures provide companies with the evidence they require in the event of a dispute.