Employees often complain that annual appraisals are too subjective, and they are often surprised and disappointed by their ratings. As a result, they come to view the entire performance process as both cumbersome and unfair. Since ratings are based upon a summary of performance over a period of time, their accuracy can be a matter of which samples of performance are used to create the final ratings. Learn how to empower employees in building a collection of key performance indicators and goals that can be used to better track, manage and document performance. Performance portfolios have the dual purpose of engaging employees in their work and improving their productivity when used effectively.