Before the performance management system is fully rolled out, it is a good idea to test a version of the entire system so that adjustments and revisions can be made as needed. In the pilot test of the system, evaluations are not recorded in employee files. However, the system is implemented in its entirety from beginning to end, including all the steps that would be included if the system had actually been implemented.

In other words, meetings take place between supervisor and employee, performance data are gathered, developmental plans are designed, and feedback is provided. The most important aspect of the pilot test is that all participants maintain records, noting any difficulties they encountered, ranging from problems with the appraisal form and how performance is measured to the feedback received. The pilot test allows for the identification and early correction of any flaws before the system is implemented throughout the organization.

We should not assume that the performance management system will necessarily be executed or that it will produce the anticipated results. The pilot test allows us to gain information from the perspective of users on how well the system works. In addition, conducting a pilot test is another way to achieve early acceptance from. This small group can then act as champions for the performance management system, knowing that they had a say in its design, rather than feeling that the system was created by the HR department alone.