There are much more developed set of instruments such as Balanced Score card, KPI systems and more that could have been used as an instrument in performance management assessment (Liccione, 2014). The instrument used is questionnaire method where the performance assessor -the manager is allowed to choose a standard set of choices to assess employee. The instruments’ main strength is its simplicity, but its weakness is that it is not comprehensive. Some features of the instrument could in fact compromise the validity, reliability and felt fairness. Validity of the instrument ensures that the research is conducted in a form of scientific fairness with due diligence shown in the Likert scale checks made. The person who makes these checks is human and hence the instrumental design is prone to human errors. Secondly, there are issues of internal validity. This is because the Likert scale based system has not been structured properly with pre-defined goals and objectives. Reliability of the instrument and design of performance assessment lies in how the assessment could be easily replicated by anybody wanting to carry out a similar assessment. Reliability exists here.