Practice Group

Total Rewards


See More

HR Strategy

Goals effectivness, efficiency and measurable ROI. 

See More

Talent Development

Reskilling and upskilling for future challenges.

See More

Performance Management Practice Group

Moderation in Performance Appraisals

The Objective of Performing Moderation in Performance Appraisals

The purpose of moderation is to ensure that Supervisors evaluate performance in a consistent way; There is a common understanding of the standards required at each level of the rating scale

The integrity of the system is protecte.

The moderation process focuses more on an inquiry about a rating, rather than being a process necessarily requiring change.

Principles Adopted in Moderation

Managers must have current and direct knowledge of staff members in order to engage in discussion. Managers cannot reference information from previous performance cycles. All anecdotal evidence provided by managers must be supported by evidence. Private information that may impact upon the individual’s performance rating e.g. health status, personal circumstances, will not be discussed in the meeting.

Criteria for Moderation

The moderators will evaluate the employee and decide on the relative rating by comparing the performance and contribution of the employee with his peers in the Department, on the following factors:

  • Stretch factor in the Objectives

  • Degree of difficulty / complexity in achievement of Objectives

  • Relative Contribution made towards achieving the Department goals

  • Any other critical incident impacting the rating / evaluation

What is the order in the moderation process?

Start the moderation discussion with a presentation of evidence from supervisors or managers on their staff in the following sequence:

  • Staff with an ‘excellent’ performance rating (rating 5).

  • Staff with a ‘high achievement’ performance rating (rating 4).

  • Staff with a ‘partial achievement’ performance rating (rating 2).

  • Staff with ‘unsatisfactory’ performance rating (rating 1).

See More