To ensure that the employee performance appraisal process is objective and fair, the evaluation criteria should:

The evaluation criteria in an employee performance appraisal process should be clear and reasonable to promote objectivity and fairness. Clarity ensures that both the employees and the evaluators have a mutual understanding of what is being assessed. When criteria are explicit, it reduces ambiguity and helps employees know what is expected from them in their performance. This transparency also fosters trust in the evaluation process as employees are aware of the standards against which they are being judged.

Reasonableness in the criteria means they should be achievable and relevant to the employee's job role, which can motivate employees by setting them up for success. If the criteria are unreasonably high or vague, it can lead to frustration and a lack of engagement, further undermining the appraisal process.

While the other options also have their merits, they do not address the primary importance of having criteria that are straightforward and attainable. For example, while evaluating criteria annually can be beneficial for relevancy, and obtaining input from employees can enhance buy-in, these actions don't directly ensure that the criteria themselves are comprehensible and feasible for assessment. Emphasizing an individual employee's best skills might improve performance for that specific area but won't necessarily lead to an overall fair and balanced appraisal framework.