Organizational justice refers to employees’ perceptions of how the organization treats them in the workplace. The aspects of organizational justice—divided into distributive, procedural, and interactional justice—shape workers’ attitudes and behaviors, as well as how the organization conducts performance evaluations. A performance appraisal is part of a formal organizational process within a performance appraisal system, in which a rater assesses an employee’s performance across a defined set of dimensions. Unsatisfactory performance evaluations can result in unfair or unequal distributions and negatively impact key organizational indicators such as job satisfaction, reward distribution, organizational commitment, and employee performance. This chapter discusses, based on a fictional case, the possibilities for diagnosis and intervention to promote fair performance evaluations. Equity theory and organizational justice theory provide the theoretical foundation. Performance appraisal, the performance appraisal system, and instruments that measure aspects of organizational justice are discussed. Based on the case study, we contribute to diagnosis and intervention strategies that incorporate organizational justice into performance evaluation and the performance appraisal system within an integrated framework.