• Helping others to understand and apply the changes
The personnel method is the recording of withdrawal behaviors (. absenteeism, accidents). Most organizations consider unexcused absences to be indicators of poor job performance, even with all other factors being equal;  however, this is subject to criterion deficiency. The quantity of an employee’s absences does not reflect how dedicated he/she may be to the job and its duties. Especially for blue-collar jobs , accidents can often be a useful indicator of poor job performance,  but this is also subject to criterion contamination because situational factors also contribute to accidents. Once again, both types of criterion inadequacies result in reduced validity of the measure.  Although excessive absenteeism and/or accidents often indicate poor job performance rather than good performance, such personnel data is not a comprehensive reflection of an employee’s performance. 
S = Specific
State clearly what is to be accomplished in concrete terms that can be easily observed and mutually understood.
As you can see, once you have developed your performance criteria for the employee appraisal you can then add this criteria to your one on one template ( get your one on one template here ). You can then give rating feedback in each of your one on one’s against these criteria. By ensuring this alignment exists you will eliminate surprises when the employee receives their appraisal performance rating.