Once the performance management system has been implemented organization-wide, it is important to use clear measurements to monitor and evaluate the system. This also involves understanding the extent to which the training programs are achieving the objective of minimizing rating errors. Evaluation data should include reactions to the system and assessments of the system’s operational and technical requirements.

For example, a confidential survey could be administered to all employees, asking about perceptions and attitudes regarding the system. This survey can be administered during the initial stages of implementation, and then, at the end of the first review cycle to find out if there have been any changes.

Interviews can be conducted with key stakeholders, including managers and employees who have been involved in developing and implementing the performance management system. We should not expect results as soon as the system is implemented. We should start to see some tangible results at the unit level a few months after the system is in place.