Each year's performance appraisal is done without consideration of previous annual performance appraisals. No forced distribution. There is no forced distribution of performance ratings, nor are ratings based upon the office budget. Caseload and position are considered. Performance appraisal takes into account an attorney's case load, the attorney's position description, and any relevant development or training plans.
Performance appraisal is a shared responsibility.
While management bears the ultimate responsibility for ensuring that performance appraisals are conducted fairly and in a timely manner, attorney's are encouraged to do self-appraisals to assist in the process. The final overall rating is a composite of individual ratings and level of importance. Certain skills are more important or less important depending on the duties of the attorney. Therefore, the rater gives more weight to certain skills and less to others depending upon the job responsibilities. The overall rating is not determined simply by adding up the ratings on individuals skills, but is a composite of all individual ratings and their level of importance.