The short answer is no. Even though most companies tie these two
functions together, the performance appraisal will have better results if you
do not muddy the focus with discussions about money.

The purpose of an appraisal is to give and receive feedback. From this
feedback, the goals should be to:

• improve job performance
• improve morals
• improve attitudes
• identify training needs
• discuss career paths and options
• uncover and resolve hidden problems

Once these steps have been taken, it is much easier to develop a course
of action that the participant and supervisor agree on. This course of
action will ultimately have an impact on the participants' paycheck
without creating an adversarial or defensive posture during the review
process.