Posted by Julie • September 19, 2013 (Last modified June 1, 2022) • 1 min read
Our customers often ask, should performance Appraisals include competencies in the form? Or, should an appraisal contain only individualized goals, or reflective questions.
Let’s make the case for using competencies on Appraisal forms.
In our experience, we’d humbly suggest keeping the quantity of competencies to a minimum, though. We recommend 5 competencies on a form, or fewer. Choose “big idea” competencies, like communication, for example. Or, teamwork. This way, the competency covers a large umbrella or performance, and it’s easier to have fewer on a form. Fewer competencies also means less rater fatigue (when a rater hurriedly rates an Appraisal because he/she is tired of the task.)
Some of the most popular competencies we’re seen are: communication, teamwork, work quality.