Chapter 7 - Evaluating Performance Flashcards
A formal evaluation process
Enables you to develop criteria and job standards that can be analyzed objectively
Helps standardize how you and employees evaluate performance
Provides an opportunity for employees to give supervisors feedback.
A new employee’s performance file should include
The job description
Major responsibilities assigned
Description of how the job fits in with others in the organization
Description of the employee’s qualifications.
Information added to the employee’s performance file should include
Information about major assignments and about how well the employee handled them
New information that comes to light about the employee’s performance
Critical incidents: examples of excellent and poor performance.
In addition to recording this information in the file, provide ongoing, immediate feedback to the employee.
Performance goals should
Be set by supervisor and employee together
Identify actions intended to fulfill the responsibilities in the job description
Identify actions that will help the employee meet those responsibilities
Be challenging but realistic
Be relevant to the employee’s job
Be set forth in the right order of importance
Identify a time for completion that is realistic.
There should be _________ in a formal evaluation interview.
no suprises
Planning an evaluation interview
Give the employee plenty of notice beforehand.
Find a private, quiet, neutral location.
Eliminate physical barriers to create a comfortable atmosphere.
Review the employee’s list of duties, performance standards or goals, and completed appraisal report.
Encourage the employee to prepare by reviewing this information and reflecting on his or her job performance.
Conducting an evaluation interview
State the purpose of the interview and specific goals for the meeting.
Review the appraisal point-by-point.
Discuss specific aspects of performance; give examples.
Note good or outstanding performance.
Be constructive in providing negative feedback.
Keep discussion focused on job-related issues.
Focus on what was learned to improve future performance.
Encourage the employee to talk and listen to what he or she has to say.
Conclude with a summary of the major points and plans for the next appraisal period.
An employee’s record should include
Goals that are set Work output Achievements on the job Action taken to help the employee Recognition given for accomplishments
In addition to recording this information in the file, provide ongoing, immediate feedback to the employee.
Characteristics of a legally acceptable performance appraisal system
The appraisal instrument is developed from a systematic analysis of jobs.
Job descriptions are kept up-to-date.
Appraisal focuses on specific, job-related behaviors.
Standards and goals are communicated to employees.
Supervisors are properly trained to evaluate employees.
Written documentation is maintained.
Common appraisal pitfalls
Central tendency effect Recency factor Halo effect Personal bias Leniency Strictness
