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Frequency of job performance appraisals

Updated March 23, 2017

Employers perform job performance appraisals on an annual or biannual basis. The purpose of the reviews is to give employees recognition when work is done well or point out issues that need attention. There are no set-in-stone rules about the frequency of job performance appraisals, as it is up to the employer and the company policy in question.

Suggested Frequency

Job performance reviews should be conducted on a regular and consistent basis. Reviews can be done annual or biannually, so employees are aware of the process. While some employers believe that one performance review per year is enough to keep the employees motivated, others see the entire employee review process as a burden. Whether it is a burden or an enjoyment, employers should aim for provide a review at least once per year.

New Employee Reviews

Some employers provide an introductory period, also called a probation period, for new employees to learn the ropes and train for the job. During this time, the employee may see an increase in job performance reviews that provide positive and negative feedback. The frequency of these reviews is to help the employee understand the company's procedures and rules. Once the employee has passed this temporary period, the frequency of the job performance evaluations may decrease to once a year or biannually, rather than once per month for instance.

Improvement Periods

While some employers may demand to see results immediately, a grace period must be given after an initial performance review, so the employee has a chance to improve. Providing job performance appraisals once a month may not provide enough time for the employee to improve certain job skills or sales figures, especially if the employee is only working part-time. Improvement periods must be addressed and should be three to six months, so a pattern can emerge in the form of sales figures or satisfied customers, for example.

Addressing Issues

If an employee is consistently making mistakes, a single annual review may not be enough. An employer may not be satisfied by having an employee with the company that is consistently bringing in bad numbers or cannot sell any products or services. It is important that the employee addresses the issues immediately, according to Entrepreneur. The employer may require the employee to address the issues under a short meeting. Development goals and strategies may be discussed to improve the work habits of the employee during this time.

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About the Author

Based in Toronto, Mary Jane has been writing for online magazines and databases since 2002. Her articles have appeared on the Simon & Schuster website and she received an editor's choice award in 2009. She holds a Master of Arts in psychology of language use from the University of Copenhagen in Denmark.