Evaluation and Performance Management is described as the control of processes that result in activities and program outcomes to be measured against goals.
Some managers view the occurrence of the annual employee review as a time when employees lose all reason, their cooperative spirit, and find a need to deal in specificity about whether their performance for the year was "excellent" or just "good" (and how many scores of "excellent" they got). A lot of this can be blamed on managers who do not use the performance tool through the year and attempt to explain to their staff how they can remember all of the performance activity that occurred throughout the year. If a manager has accepted measurement criteria written in terms of "substantial improvement," he or she is going to have a difficult time prevailing when an employee argues for a higher rating because the employee interpreted his or her improvement as substantial in the absence of a more definitive measure.
The measurement of performance is important because it sets up an expectation of how crucial an organization's activities are to the accomplishment of its mission. Measurement also produces feedback on how the organization's resources are being used. You can get help in this area by viewing "Measuring Program Outcomes: A Practical Approach," a step-by-step manual for health, human service, youth and family serving agencies available from the United Way of America. A training kit is also available.