In using performance appraisals to predict the performance of an individual being considered for promotion from a junior to a senior level position, it would be appropriate to use the results of performance appraisals for a junior-level technical position to make a selection decision concerning a promotion to a senior level managerial position.

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Performance appraisals for a junior-level technical position may not necessarily be indicative of the competencies and skillset required for a senior level managerial position. The criteria for performance evaluation would be different for senior-level roles, and therefore, relying solely on the results of performance appraisals for a junior-level position may not give an accurate prediction of the individual's capability for a senior-level role. Other factors such as leadership skills, strategic thinking, and decision-making abilities would also need to be considered in the selection process.

In Using Performance Appraisals to Predict the Performance of an Individual