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A performance appraisal RACI chart for clearly allocating responsibility and accountability across the appraisal process, showing who is responsible, accountable, consulted and informed at each key stage from setting objectives through to review and follow-up.
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RACI key:
| R – Responsible | The person who carries out the activity. |
| A – Accountable | The person ultimately accountable for the activity or outcome. |
| C – Consulted | Someone whose input should be obtained before the activity is completed. |
| I – Informed | Someone who needs to be kept informed of progress or outcome. |
Performance Appraisal RACI
| Activity | Employee |
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This RACI chart provides a simple way to clarify ownership throughout the performance appraisal cycle. It shows who is responsible for completing each activity, who is ultimately accountable, who should be consulted and who needs to be kept informed.
The chart can be used to remove uncertainty over who arranges appraisals, prepares reviews, agrees objectives, records outcomes and follows up development actions.
Using the same framework across teams helps managers understand their role and gives employees a clearer understanding of what they can expect from the appraisal process.
The RACI covers activities from planning and preparation through to the appraisal meeting, agreed objectives, development actions and follow-up. It can be adapted to reflect the organisation's own process.
A RACI chart should complement the organisation's appraisal policy and forms rather than replace them. Its purpose is to make ownership visible and keep the process efficient.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Performance Appraisal RACI chart, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Our Guide to Clarifying Roles and Responsibilities with RACI aids in defining clear accountabilities, ensuring efficient task delegation and project management within teams.
Use these best practice actions, recommended timescales and process stages to understand when and how the Performance Appraisal RACI chart should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
RACI stands for Responsible, Accountable, Consulted and Informed. It is used to clarify who performs an activity, who owns the outcome, who provides input and who needs to be kept informed.
This will depend on the organisation, but commonly includes the employee, line manager and HR, with senior management or other specialists included where their involvement is appropriate.
Yes, where an activity genuinely requires more than one person to complete it. However, keeping ownership as simple as possible makes the chart easier to use.
Not necessarily. HR may own the overall appraisal framework, but the employee's line manager will usually be responsible for managing the individual's performance and conducting the appraisal.
It should be reviewed whenever the appraisal process, systems or organisational responsibilities change, and periodically to make sure it still reflects how the process operates in practice.
AI can explain RACI methodology, but creating a useful chart still requires deciding which appraisal activities matter and who should own each one. This ready-structured template gives HR a practical starting point that can be quickly adapted to the organisation's actual appraisal process.
How this content is developed and reviewed
The Performance Appraisal RACI chart template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing hr strategy and project HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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