With performance appraisals becoming the new norm, their importance has grown and they have become a way to evaluate candidates for job promotions and who gets bailed out during layoffs . Many different factors come into play when evaluating and carrying out a performance appraisal; the first is to decide at what level you need to start evaluating for a performance evaluation. The second factor to consider is how do you measure your rating? Is it distinguished based on the candidate or who does more and how quickly they do it? Performance evaluations are used administratively whenever they form the basis for a decision about an employee's working conditions, including promotions, dismissals, and awards. (Gomez-Mejia, 2012, p.223). Performance evaluations compare work performed to measurable goals agreed upon by the employee and supervisor at the beginning of the evaluation period (smallbusiness.chron.com). If the employee does not achieve the agreed goals, this could have a downstream effect on their salary, chances of advancement and could lead to dismissal. The manager plays a key role in the administrative performance appraisal process. When the manager conducts the performance evaluation, it must be thorough, accurate and performed in a timely manner. In a situation where the employee is fired due to his or her evaluation and rating, the company may find itself having to defend its validity. Performance appraisal can be applied to the individual employee or to a team/group of employees. From an administrative perspective, a team performance evaluation should serve as a tool to determine which employee or employees are not pulling their weight in the organization. Team performance evaluations like… middle of the paper… end in a discrimination legal battle. If you follow your criteria and stay within the law, you should be fine. References Balkin, D.B., Cardy, R.L., Gomez-Mejia, L.R. (2012). Human Resource Management: Upper Saddle River: PrestonEmployers Association. (2014, March 12). Retrieved March 11, 2014, from The Employers Association People and Performance: www.employersassociation.comWicks, D., (n.d.) Differences Between Individual & Team Performance Evaluations. Retrieved March 13, 2014, from www. smallbusiness.chron.comGray, C., (n.d.) Team and individual performance evaluations. Retrieved March 13, 2014, from www.smallbusiness.chron.comHeathfield, S. (2013) How can managers improve performance. Retrieved March 12, 2014, from http://humanresources.about.com/od/performanceappraisal/f/improve-performance-appraisals.htm