Common performance appraisal systems include the traditional top-down evaluation, peer assessment, self-assessment and 360-degree feedback. In a top-down appraisal, a manager rates a subordinate's performance on various criteria important to the job. The manager notes any areas for improvement and may suggest training opportunities.
In a self-assessment evaluation, a worker scores himself on criteria important to the job. This tactic is often used in combination with manager feedback. Peer assessment involves colleagues and coworkers offering feedback on the employee's performance.
People in many roles important to the worker offer feedback in a 360-degree appraisal. Associates and customers may offer evaluations as well as managers and colleagues.