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Introduction to the Negotiated Performance Appraisal – For Employees
The Negotiated Performance Appraisal (NPA) was developed by University of California management
specialist Gregorio Billikopf. This brief tutorial was written to help you use the NPA to:
1. Take charge of your career.
2. Communicate your value as an employee.
3. Turn your boss into your biggest supporter.
For the sake of this example we’ll assume that your boss is a woman. Before meeting together for the
NPA you both prepare three lists. Each list requires answering a separate question:
List I – What does the employee do well?
List II – How has the employee improved?
List III – What does the employee need to do to continue improving?
Both of you try to thoroughly answer each question. Additionally, you will prepare a fourth list that
answers the question, What can my boss do differently to help me improve?
The actual NPA is as straightforward as the questions. First, you read your List I. Your boss listens and
takes notes. The boss then reads her List I while you listen and take notes. After you and your boss have
both had a chance to speak and be heard you take a moment to talk about each other’s lists. Once you
have finished talking about what you do well you move on to List II: How has the employee improved?
The same format is repeated strictly:
1. You read you list first while your boss listens intently.
2. The boss reads her list second while you listen intently.
3. You have a conversation about how you have improved.
List III begins the same way but ends a little differently. In addition to pointing out how you could
improve as an employee, you also propose specific plans and goals to make these improvements a
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reality. The boss then reads her List III. After you have both read your lists, and both have been listened
to, you start negotiating an agreement on:
1. Which goals you will actually set between now and the next performance appraisal.
2. Plans to reach those goals.
List IV is similar to List III. You read the list of changes your boss could make to help you improve your
performance while the boss listens carefully and takes notes. Then the two negotiate which changes the
boss will actually make to help you improve your performance.
By the end of the NPA you should know exactly:
1. What you need to do to get what you want out of work (solid job security, exciting career
opportunities, a more generous compensation package, greater fulfillment, etc.).
2. What about your work your boss values most.
3. What is expected of you.
Moving Forward with Confidence
This short explanation of the NPA may be more than enough to get you prepared. If you are feeling
confident then strike while the iron is hot! Download a free NPA Template for Employees at
EmpoweredResolutions.com and start filling out your four lists.
Additional Resources
Empowered Resolutions also offers seminars and coaching programs that can help you:
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Earn a deep sense of respect from clients, colleagues and bosses
Successfully deal with other people’s difficult personality traits
Establish and maximize relationships with mentors
Cultivate talents
Develop first class listening skills
Please visit Empoweredresolutions.com/contact and send a message detailing how Empowered
Resolutions can best help you and your company.
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