1. The Developmental/Appraisal Interview
The value of the appraisal interview
Set the future performance goals
“Contextualize” episodes
Motivate employee
Correct misperceptions & behaviors
Add value to company
9/21/2018
Phillip G. Clampitt, Ph.D.

2. II. Preparing for the appraisal interview
A. Set a specific time
B. Assess purpose
C. Assign EE some preparation
D. Plan agenda
9/21/2018
Phillip G. Clampitt, Ph.D.

3. II. Preparing for the appraisal interview (cont’d)
E. Plan strategy
1. Tell - Sell
2. Tell - Listen
3. Listen - Tell
4. Combination
F. Plan schedule
9/21/2018
Phillip G. Clampitt, Ph.D.

4. II. Preparing for the appraisal interview (cont’d)
G. Select appropriate setting
Anticipate problems and responses
Defensiveness/Denial
Crying
Unresponsive
9/21/2018
Phillip G. Clampitt, Ph.D.

5. III. Conducting the interview
A. Communicate the purpose
B. Communicate the importance of the interview
C. Discuss how the information will be used
D. Seek EE participation
E. Develop main points
9/21/2018
Phillip G. Clampitt, Ph.D.

6. III.Conducting the interview (cont’d)
F. Be specific in the evaluation
G. Keep a sense of priorities
H. Be problem-oriented, not person-oriented
I. Talk about goals
J. Have a definite conclusion
9/21/2018
Phillip G. Clampitt, Ph.D.

7. IV. Being an effective appraiser
Better supervisors…
Tend to be tougher raters
Tend to be sensitive to the feelings and ego-defensive needs of subordinates
Are more adept at setting realistic goals with subordinates
See appraisal as not just an isolated event but rather as a part of an integrated personnel system that is related to recruitment, placement and development of employees
Recognize that it is undesirable to only evaluate an employee’s personality traits
9/21/2018
Phillip G. Clampitt, Ph.D.