The consistency and the transparency as well as the fairness of performance reviews and their attendant bonuses is important to the organization as a whole, and should not be tampered with here due to one interpersonal issue. 4)

The primary objective of the performance review is not punitive, but rather corrective. As such, Ketchum's review should be approached in as constructive and understanding a manner as possible, yet without making any excuses or additional allowances. The accomplishments that Ketchum achieved and the difficulties in her personal life and her work situation should be acknowledged, and then her failure to meet her most major goal of the year should be directly addressed. Ketchum's own input regarding the reasons for this failure should be sought before Smart gives her own assessment, and...

This will ensure that the review is received in as open and effective a manner as possible, with the vest results for all concerned.
5)

Certain implications of succession management should also be considered and mentioned during the performance review process. If Ketchum truly wants to move into a position with greater responsibility, she needs to demonstrate the ability to effectively meet her goals and, when necessary, delegate at her current level. The potential for her advancement and the desire to see her effectively manage her competencies and growth in order to eventually achieve this advancement should be made clear during the performance review.