Performance appraisals limitations

There are detractors to using performance appraisals as a means to allocate rewards. It has been suggested that appraisals used in this way create winners and losers, ultimately a zero-sum game for an organization, which should not use systems to make miniscule distinctions in pay adjustments (Kennedy and Dresser, 2001). Monetary rewards are said to work best when completely unanticipated by the employee rather than based on the appraisal feedback. Moreover, while managers ability to reward with pay is limited, there are no such constraints on other forms of recognition. 

People must be held accountable for results. If action items are not completed in a timely basis, there needs to be an analysis of why and a plan for improvement. If standard operating procedures (SOP) checklists are not used rigorously, there needs to be an analysis of why with appropriate consequences (punishment should be a last resort). There should be reasons why objectives are not met and those barriers need to be removed. Individual sites within an organization may establish specific process safety goals, activities, and behavior on individual performance contracts, which are reflected in the annual performance review process that links to merit pay raises, bonuses, advancement opportunities, and the like. Consequences for poor process safety performance must not be limited to supervisors or facility managers but must be a factor in performance appraisals throughout the organization. 

Deming (1991,1992) condemned grades and performance appraisals because they provide a limited picture of an individual s contributions and potential. They might also constrain the number and type of interventions used to improve the quality of a work culture. If, for example, the only procedures implemented to improve safety are those that allow for objective measurement, the number and quality of safety interventions is severely restricted. 

Weld Metals. The weld metal COD values are listed in Table III. All weld metals performed satisfactorily down to — 196 C. Based on COD results, the weld metal behavior does not limit the integrity of a structure. This appraisal conflicts with the qualification test CVN evaluation of the stainless filler metal at — 196 C, because the CVN values just met the minimum impact requirements. 

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