Background: One of the main factors that lead to weak productivity of the organization is ‎the lack of desirable performance appraisal system. Discrimination and injustice in the ‎organization, particularly in evaluating performance of staff will be more important that will ‎have effect on employees' motivation and inconsistency‏.‏‎ The goal of this article is to get ‎acquainted with the deliberate and unpredictable ethical errors of the performance appraisal ‎system, and plans appropriate strategies for dealing with them.‎
Method: This is an applied descriptive study that is performed by quality and quantity method. Population of study includes all staffs of 5 governmental organizations. 12 qualified samples were chosen with result oriented method. Data gathering is accomplished with ‎interview and questionnaire. For Data analysis, the fuzzy delphi technique has used.‎
Results: After an interview with the experts and the initial extraction for improving ethical ‎solutions in the performance appraisal system, a Fuzzy Delphi technique was implemented. ‎Out of 23 initial solutions, 12 solutions for improving ethical dimensions in the employee ‎performance appraisal system were finalized by experts. Among them, such issues scored the ‎most: participation of all employees in the design of the performance appraisal system, ‎education and training the evaluators and mechanisms for dealing with poor staff ‎performance. ‎
Conclusion: Ethical dimensions in the performance appraisal system should be investigated ‎by the stakeholders in order to identify and implement solutions to improve them. ‎