Abstract
Performance appraisals generally occur to provide documentation for current and future personnel decisions such as promotions, salary increases, staff development, and disciplinary reasons. After surveying library literature, it is apparent that most academic library administrations implement some type of performance appraisal, but a disparity exists regarding the process itself, the ultimate goals sought and those actually achieved. This situation emanates from the lack of objectives adhered to in conducting performance appraisals. This article will address the diversity existent in the performance appraisal process and the reasons for these differences.
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