Chapter 7 Flashcards
1
Q
Name and explain the goals of a performance evaluation system
A
- To provide an accurate measure of what the employee is doing
- To help the supervisor know his subordinates
- To identify the strengths and weaknesses of a subordinate
- To provide a plan for future improvement of subordinates
- To provide a look back
- To get rid of dead wood
2
Q
What are the prerequisites for a performance evaluator?
A
- Job knowledge
- Training in the performance evaluation process
- Observation of the subordinates performance
3
Q
Describe the legal considerations of creating a performance evaluation system
A
- Factors such as an employee’s race, sex, or age may lie behind negative comments couched in objective terms. In recognition of this fact, legislative acts and court decision have subjected performance appraisals to close scrutiny and rigid requirements to eliminate discrimination.
- Violation of these laws could cost millions
4
Q
Explain the importance of performance standards in connection with the conducting of performance evaluations
A
- We all have subjective preferences. Raters must have a clear understanding of the individual standard they will use in measuring each of the dimensions that appear on a performance evaluation form
5
Q
Name and explain several major formal evaluation systems
A
- Model employee method
- Top to bottom method
- Forced choice method
- Forced choice diagnostic
- The critical incident method
- Staff specialist method
6
Q
- Model employee method
A
- This method defines the model employee. The rater evaluates subordinates by comparing them to the model.
7
Q
- Top to bottom method
A
- The rater merely places the rates in rank order.
8
Q
- Forced choice method
A
- The rater is required to select one statement that best describes the ratee with regard to the dimension listed.
9
Q
- Forced choice diagnostic
A
- The rater selects statements which he feels describe the ratee. The statements do not reveal any value of worth.
10
Q
- The critical incident method
A
- Requires great input from the rater. The rater must make comments about the performance of the ratee.
11
Q
- Staff specialist method
A
- The rater is interviewed by personnel specialists about his subordinates. The rater simply answers yes or no.
12
Q
Is documentation important when conducting performance evaluations, explain.
A
- Yes evaluations must be based on definable facts, not impressions documentation reveals patterns of behavior and acts as back-up in the evaluation.
13
Q
How should a marginal employee be dealt with
A
- The supervisor should work with the marginal employee to bring him from a borderline employee to a superior worker
14
Q
How should a ratee be notified of his evaluation
A
- An evaluation interview concerning the judgments that have been made about the rate and the setting of goals with specific future milestones.
15
Q
Name and describe the parts of an evaluation interview
A
- Preparation for the evaluation interview
- Conducting the evaluation interview
- Following up on the evaluation interview
