The process is not just the sum of its parts.
Managers don't like giving appraisals, and employees don't like getting them. Perhaps they're not liked because both parties suspect what the evidence has proved for decades: Traditional performance appraisals don't work.
You do not install quality; you begin to work at it.
The greatest losses are unknown and unknowable.
The aim should be to work on the method of management.
Knowledge is the key.