“People are not motivated by failure; they are motivated by achievement and recognition.”

F.F. Fournies

Why Appraise Performance?

Supervisors need to appraise performance to develop employees, recognize high achievers, and to ensure that employees are held accountable for accomplishment of their work. The performance appraisal is a contract for what work the employee needs to do that year, and for what the supervisor needs to provide so the employee can do the work. It is the vehicle for communicating expectations between the employee and the supervisor.

Employees have a right to know how they are doing. The EPPRR is where the relationship between the employee’s position description (PD) and the office’s annual work plan (AWP) is articulated. Consequently, the EPPRR is not developed in a vacuum, or as a stand-alone document. Rather, it should be integrally related to the employee’s PD, the office’s AWP and, ultimately, the BLM’s Strategic Plan.

When necessary and warranted, the EPPRR is also used to develop Performance Improvement Plans (PIPs) to improve performance. It can also be used as an avenue to give awards to recognize superior performance.

	Contents
		Why Appraise Performance? Why Don't Some Employees Perform Understanding the EPPRR Form Conduct, Performance, and EPPRRS Ways to Motivate High Performers Writing Critical Results EPPRR Do's and Don'ts Credits/Intro