Performance appraisal in Government Organizations is not directly linked to rewards, training or promotions due to which the approach towards the whole process remains unprofessional. There is a lack of the appropriate atmosphere and professional approach towards the performance appraisal system and the objective of the whole exercise is defeated.
The most common method of Performance appraisal that is used in most of the government organisations is confidential report (popularly known as CR) written by the superior of the employees.
The following are the major discrepancies found in the performance appraisal processes being followed at the government organizations.
- Most of the indicators used for measuring the performance the employees are not quantifiable in nature, making it difficult to measure the performance.
- Due to the lack of accountability and job security, most government employees have a laisser faire attitude towards their work.
- Unavailability of the job descriptions for many employees.
- Most of the objectives in government organisations are unchallenging, unrealistic and not timely reviewed and updated.
- It is difficult to measure the average performance of the government employees.
- Unprofessional and unstructured approach towards the process.
- There is often a lot of bias and subjectivity involved in the ratings given by the superiors.
- Lack of complete information on appraisal forms due to expertise and relevant training; often, the appraisals are not conducted on a regular basis.
- In government organisations, team appraisal is often not possible.
- Other HR decisions like rewards, training or promotions are not directly linked to the results of the performance appraisal process.