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Almost always, the appraisal is based on opinions and biases as real performance measurement takes time and follow-up to do well.
Many times supervisors tend to put their personal feeling, likes or dislikes about the person in the appraisal rating. Some supervisors may have limited contact with subordinate which can bring about poor feedback or they may be biased or have an incomplete view of their work.
Other problems with performance appraisals include rater carelessness; use of appraisals for personal reasons. Having worked in Human Resources for two years, I've seen supervisors giving employees unwarranted ratings and others try to use the appraisal as a means of seeking revenge on the employee...
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