The process of evaluating performance is one of the most important processes practiced by human resources management. Therefore, it is considered an important process at all levels of the organization, starting from the senior management and ending with the workers in the production units departments. In order to achieve the desired objectives, the process must be dealt with systematically and accurately. It is possible to benefit from the results. This process should be adapted to the conditions that result from the changes in the level of work content and performance methods, the change in the cognitive and skill characteristics of the employees, and the change in the natural factors that affect the nature of the organizations' work. Which raises his loyalty to her. 1. Historical Backgrounds for Measuring and Evaluating Performance: The historical trace of the process of measuring the performance of workers indicates that it was used by the ancient civilizations of "Chinese, Roman, Pharaonic, Mesopotamia," up to modern times. Scientific methods of performance. The School of Human Relations was also interested in this process; it called for the need to mix objective and behavioral criteria when evaluating performance. This historical development has also been accompanied by changes in the use of the appropriate term to denote the meaning of this process. In terms of "performance appraisals, performance evaluation, evaluation", these terms lead to three sub-processes: 1. Performance measurement achieved. 2. Determine the level of performance performed and called the evaluation or report. 3. Strengthening strengths or reporting weaknesses in performance and called the calendar. The term "Appraisal" is considered to be relevant to all these processes. 2 - What is the process of evaluating the performance of workers: The multiplicity of terms used to denote this process, being the Competency Assessment System or Competency Reporting System, is a system of employee performance report; it has been reflected in several different concepts of this process: there are those who prepare it as a periodic management process to measure the strengths and weaknesses of individual efforts And the behaviors it exercises in a particular position to achieve a certain objective previously planned by the organization. Others describe it as a formal system for measuring and evaluating the impact on a person's performance and behavioral characteristics and trying to identify the possibility of repeating the same performance and behavior in the future to benefit the individual, organization and society. As described by others in some detail as an attempt to analyze the performance of the individual with all the characteristics of psychological or physical, or technical skills or behavioral or behavioral in order to identify points of strength and weakness and try to strengthen the first and face the second to achieve the effectiveness of the organization. It is noted that each definition highlights the objectives of the evaluation process and can know the process as a system in which it aims to determine the efficiency of the performance of workers for their work, both for languages ​​related to the organization and the individual. 3. The importance of performance evaluation process: The process is targeted at three objectives, which are at the level of FAO, the Director and the individual Executive Officer. * Its importance at the level of the Organization: 1- To establish an appropriate climate of trust and ethical conduct that eliminates the possibility of multiple complaints of employees towards the organization. 2 - Raising the level of performance of employees and invest their abilities in order to help them to progress and development. 3. Evaluation of human resources management programs and policies The results of the process can be used as indicators to judge the accuracy of these policies. 4. Assisting the Organization in establishing accurate standard performance rates. * Their importance at the level of managers: 1 - Paying the supervisors and supervisors to develop their skills and intellectual potentials and enhance their creative abilities to reach a sound and objective evaluation of the performance of their subordinates. 2 - Push managers to develop good relations with subordinates and get close to them to identify problems and difficulties. * Their importance at the level of employees: 1. Make the worker more responsible in order to increase his sense of justice and that all his efforts are taken into consideration by the Organization. 2 - Pay the worker to work diligently and earnestly and sincerely to await his victory with the respect and appreciation of his bosses morally and materially.   Elements of the Employee Performance Assessment System: As the performance appraisal process is a system, it consists of elements that express and interpret it. These elements in the steps are the proper practical practice of this process, namely: 1 - Defining the purpose: It is the objective pursued by the administration from behind the process and collect this information and data, which can be employed for several purposes, including the following: 1 - Provide information to the workers themselves on the quality and efficiency of their work to know, and to improve performance for the better. 2 - Determine the level of remuneration and competencies and allowances that can be obtained by the individual in return for performance. 3 - Determine the appropriate current function, the future function that can be transferred to the worker, or dispensing with the worker and this in the case of the level is not required in the current job. 4 - Identify the work and tasks that may be assigned to the employee and this in case of need for these tasks. 5 - Defining the shortcomings in the performance of the individual, and the need for development and development through training efforts. 6. Compel managers to associate the behavior of their subordinates with work outcomes and final values. It is the focus on one type of purpose that gives the overall form of PAS. For example, if an organization or management focuses on the purpose of providing information to employees, it is important to inform staff of the results of the evaluation as well as the form of the performance appraisal model, such as the assessment information and standards. 2. Identification of the person responsible for the operation: This process may be performed by any of the following parties: Chairman, Headers, Commission