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In order to tackle the major measurement issues that are facing the performance appraisal system, a couple of strategies are used to improve the performance appraisal's psychometric quality which are rating formats and rater training that focuses on the rating's effectiveness, thusly its validity and accuracy. Raters need to be introduced to common rating errors in order to reduce them and to develop their observations quality to formulate correct impressions concerning employee performance. Nevertheless, putting the performance appraisal in a social context may lead to reconsider the rating effectiveness if the rater only sees the performance appraisal as a motivational booster. Concerning the rating validity, two indirect approaches are adopted to examine it and each has issues of its own: the rate error measures are reconsidered for the fact that errors may not have an effect on the psychometric integrity, and the measures of rating accuracy since accuracy presumes validity but the difficulty of these measures is that raters need to observe and capture a full array of the ratee performance in order to well assess. In addition, raters must always be mindful when interpreting any index of rating quality because validity is not based on set of ratings but it is the inferences according to the ratings that will either be valid or not.
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