Pathology of IRIP Human Resources Directorate's Staff Performance Appraisal

The present research aims at reviewing the method of performance appraisal of deputy of human resources staff of IRI Police (IRIP). The approach used in this descriptive research is survey method, and the statistical population includes all of the staff of Islamic Republic of Ian Police (IRIP) Human Resources Directorate (N= 290) and a self ـmade questionnaire is used as a measurement tool. The questionnaire’s reliability (α=0. 92) approved by experts and revised. Meanwhile, its validity was approved. Kendall correlation coefficient used to analyze data achieved from descriptive and inferential statistics. The current appraisal system used by IRIP does not comply with objectives and the ideas in the efficiency appraisal rulebook. Performance appraisal has the required effectiveness to determine the level of abilities and skills of IRIP personnel. Performance appraisal is not significant in determining the level of organizational support of IRIP personnel. Performance appraisal plays an effective role in motivating the IRIP personnel. Performance appraisal has led to introduction of the feedback of performance to IRIP personnel. Performance appraisal did not manage to validate the managerial decisions. Performance appraisal is not effective in identifying environmental factors effective in IRIP personnel efficiency.