State 4 principles that govern staff performance appraisal process?

1. Clear and measurable goals: Staff performance appraisals should be based on specific, achievable, and measurable goals that are aligned with the organization's objectives. This helps to provide a clear framework for evaluating performance and identifying areas for improvement.

2. Regular feedback and communication: Performance appraisals should not be a once-a-year event, but rather an ongoing process that involves regular feedback and communication between managers and employees. This helps to ensure that employees are aware of their performance and can make necessary adjustments in a timely manner.

3. Fair and unbiased evaluation: The performance appraisal process should be fair and unbiased, with evaluations based on objective criteria rather than personal biases or preferences. This helps to ensure that employees are evaluated fairly and that performance ratings are accurate and reliable.

4. Development and growth opportunities: Performance appraisals should not only focus on evaluating past performance, but also on identifying opportunities for development and growth. This can include providing training, mentoring, or other resources to help employees improve their skills and reach their full potential.

1. Objectivity: Appraisals should be based on observable and measurable criteria, free from bias or personal opinion.
2. Reliability: Appraisals should be consistent and accurate over time and across different appraisers.
3. Validity: Appraisals should accurately measure the employee's performance in relation to the job requirements.
4. Utility: Appraisals should provide useful information for decision-making, such as promotion, compensation, and development.