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To structure the appraisal effectively, follow these key components:

1. **Objective Setting**: Clearly define the objectives and goals for the appraisal period. This should align with both individual and organizational objectives.

2. **Performance Criteria**: Establish measurable performance indicators and criteria that will be used to evaluate the employee’s performance. This ensures transparency and fairness in the appraisal process.

3. **Self-Assessment**: Encourage employees to conduct a self-assessment prior to the appraisal meeting. This allows employees to reflect on their achievements and challenges, fostering a more balanced discussion.

4. **Manager Evaluation**: The manager should prepare their evaluation based on the established performance criteria, incorporating specific examples of the employee’s work over the appraisal period.

5. **Feedback Discussion**: Schedule a meeting to discuss the appraisal. Focus on providing constructive feedback, recognizing strengths, and addressing areas for improvement.

6. **Development Plan**: Collaboratively create a development plan that outlines goals for the next appraisal period, including training and resources needed for growth.

7. **Documentation**: Document the appraisal conversation, decisions made, and agreed-upon next steps. This ensures accountability and can inform future appraisals.

8. **Follow-Up**: Set a timeframe for follow-up meetings to discuss progress on the development plan and adjust goals as necessary.

By following these steps, the appraisal process can be structured to be comprehensive, constructive, and conducive to both employee engagement and organizational success.