PA (performance appraisal) or employee appraisal is a method by which the job performance of an employee is evaluated. This method is a part of career development, it consists of regular reviews of employee performance within organizations. A performance appraisal is a systematic and periodic process that assesses an individual employee's job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational citizenship behavior, accomplishments, potential for future improvement, strengths and weaknesses, etc. To collect PA data, there are three main methods: objective production, personnel, and judgmental evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation methods. A PA is typically conducted annually. The interview could function as providing feedback to employees, counseling and developing employees, and conveying and discussing compensation, job status, or disciplinary decisions. PA is often included in performance management systems. Performance management systems are employed €œto manage and align" all of an organization's resources in order to achieve highest possible performance. Performance appraisal information is often used by supervisors to manage the performance of their employees. Appraisal data can reveal employees' performance weaknesses, which managers can refer to when setting goals or target levels for improvements. A performance management system should include a diagnostic component where an evaluator attempts to explain a performance level based on a performer's traits, competencies, abilities, or motivations.