Chapter 11 Evaluating Performance Flashcards
_____ are one of the most widely misunderstood and misused forms of organization accountability. (Page 190)
Evaluations
Often the loudest complaints come from from ______ or _____who believe they were rate too low or unfairly. (Page 190)
low performers or employees
As demands on local governments continue to expand while resources are limited, supervisors and their employees tend to operate in _____. (Page 191)
reactive mode
A _______ forces you to focus on _______ rather than________. (Page 192)
high pressure environment /near term problems/long term growth and develpment
_____ and _____ feedback throughout the year is essential to keep employees on track in achieving goals and meeting expectations. (Page 192)
Immediate and ongoing
For new employees, the evaluation cycle begins: (Page 192)
the day a person accepts a job and continues though-out the year.
The ______, _____, _____, and ______ all provide a framework for evaluating performance. (page 192)
Job description
List of major responsibilities
How the job fits in w/ other organizations
Description of the employees qualifications
Within the _______ you should create ________ with and for new employee and explain how the employee’s individual goals relate to the work unit’s goals and vision and mission of the organization. (page 192, 193)
two weeks/performance goals
The Evaluation Cycle: Over the first three to six months, you should focus on? (Page 1993)
Clarifying
Providing
Describing
For _______, you will generally spend less time on clarifying responsibilities while still providing regular feedback throughout the year. (Page 193)
Seasoned employees
Effective performance evaluation is built around: (Page 194)
Continuous and ongoing feedback
During the evaluation process, you should always focus on ______- not on personality or personal shortcomings and failures. (Page 194)
Performance results
Every ______ develop and discuss with all team members their goals for the next work and review period. (Page 195)
6 to 12 months
Setting Goals: _____ should contribute as much as possible to setting their goals at this stage. (Page 195)
Employees
Setting Goals: You and your employees should agree that all established goals are: (Page 195)
- Relevant to their specific job
- Defined in the right order of importance
- Are achievable within the established time frame
You should have at least ___ formal evaluation interview each year with each member of your team. (Page 196)
one
Many organizations also encourage or require _____ month evaluation interviews. (Page 196)
six-month
When accompanied by periodic informal discussions throughout the year to measure progress and feedback on accomplishments and problems, an ______ or _____ can be a valuable opportunity to review overall job performance. (Page 196)
annual or six-month evaluation interview
The _______ should be held in a private, quiet, neutral place, such as a conference room or empty office where no one will overhear or interrupt the conversation.(Page 196)
evaluation interview
When conducting a evaluation interview, sit ______; this emphasises that you are a partner with the employee rather than a judge or adversary. (Page 196)
side by side
At the beginning of the meeting, state the purpose of the interview and the specific goals of the meeting. During the interview, discuss _______ first and then developmental goal. (Page 197)
performance ratings
Guidelines for conducting an evaluation interview: (Page 197)
1. Schedule one to two weeks in advanced to give your employee time to prepare 2. Plan for the interview 3. Avoid distractions 4. Hold the interview in a neutral space 5. Prepare for the interview 6. Stick to work-related comments and questions 7. Focus on the employee's development
How do you end a performance interview? (Page 198)
with a summary of the major points that were discussed
emphasize the work that has been accomplished and plan for the next evaluation.
Handling Difficult Discussions: If you need to take a break to allow and employee to cool off, and gather your thoughts, adjourn the meeting for a specific amount of time rather than continuing an unproductive discussion. A ________ may be what’s needed to get the conversation back on track. (Page 198)
15 or 20 minute break.
Keeping a _____ is a good way to track important events and observations. (Page 198)
critical-incident log
Evaluation and Compensation: Most of the evaluation discussion you have with employees should be ______; focus on improving performance in the future. (Page 199)
developmental
The performance evaluation interview should focus on how the employee can improve performance or maintain high performance, not on the: (Page 199)
the value of the next salary increase
Your role as a supervisor is to focus on guiding the person toward ______ in your organization. (Page 199)
better performance and future success.
Court decisions have established performance evaluation as a type of _____. (Page 200)
selection tool or test
An improperly constructed or administered performance evaluation tool can result in charges of discrimination under ____________ is the evaluation instrument has an adverse impact on protected groups. (Page 200)
Title VII of the Civil Rights Act of 1964
What are the common performance evaluation errors? (Page 200, 201, 202)
- The Central Tendency Affect
- The Recency Factor
- The Halo or Horn Affect
- Personal Bias
The _____ happens when the supervisor let especially positive or negative performance in on area influence ratings for other areas. (Page 202)
Halo or Horn
_____ occurs when the supervisor allows factors not related to the jobs duties to influence an employee’s performance ratings. (Page 202)
Personal Bias
The _______ happens when the supervisor rates everyone at the midpoint of the scale, regardless of performance. (Page 200)
Central Tendency Affect
The ______ occurs when the supervisor rates an employee on the basis of a recent event and disregards the remainder of the evaluation period. (Page 200)
Recency Factor
_____ is a key tool for holding your employees accountable for their work and actions. (Page 202)
Performance Evaluation
