Even if entirely subjective performance appraisals are useless, I would expect that there is a way to incorporate both objective and subjective elements. I would also agree that in-service training is even more important than performance appraisal, but I see no reason why any agency would have to make a choice of one or the other. Discussion 3 Response

In my opinion, your post perfectly illustrates some of the potential problems and limitations with the formal-procedure approach to HR functions and employee evaluation, especially when formal processes are relied upon excessively....

In the situation you describe, the original purpose of the policy of conducting periodic reviews according to schedule and mandated form was intended to achieve a specific objective: to accurately evaluate employee performance. However, when those policies and procedures begin to be considered the end instead of one of the means to ends, they lose their value completely. In the situation you describe, that seems to be exactly what has occurred: the entire performance review process has become more of a procedural chore for all involved and no longer serves its original purpose very well.