The assessment of professional performance is a delicate problem in the organization management. When it comes to training, payment or promotion, all these operations only take place following an assessment. The purpose of the assessment is to assist in making decisions that affect individuals, which decisions should have an objective and fair basis. The need for this activity is dictated by: the expression and sizing of the objectives, setting deviations from the objectives and making the necessary corrections, determining the directions and methods for the refresher training of the staff, decreasing the risks r caused by retaining and promoting incompetent persons, a better assignment of the employees on positions, fair salaries, increasing the competitive capacity of the organization. All these are explicit functions of the performance assessment, but there are also implicit reasons. Assessment is an activity through which employees are motivated, personal contacts are maintained, high-quality work is recognised, and a certain image of the assessed employee is promoted.[2] Knowing then performance achieved involves an understanding of how tasks are fulfilled, the yield at the workplace. Knowing performance offers the assessed person self-confidence, and is also a mobilizing factor that generates a positive attitude towards work.