Chapter 8: Evaluating Employee Performance Flashcards
The nine (9) steps of the performance appraisal process.
- Determine purpose of appraisal.
- Identify environmental and cultural limitations.
- Determine who will evaluate performance.
- Select the best appraisal methods to accomplish goals.
- Train raters.
- Observe and document performance.
- Evaluate performance.
- Communicate appraisal results to employees.
- Make personal decisions.
The first and most crucial step in the performance appraisal process.
Short: Determine purpose of appraisal.
Long: Determine the objective of evaluating employee performance.
Five (5) common objectives for performance appraisal.
- Providing employee feedback and training.
- Determining salary raises.
- Making promotion decisions.
- Making termination decisions.
- Conducting personnel research.
The most important use of performance evaluation.
To improve employee performance by providing feedback about what employees are doing right and wrong.
The most common type of performance appraisal.
Supervisor rating.
Also called “upward feedback”, this is an important component of a holistic feedback.
Subordinate feedback.
These are current customers who have been enlisted by a company to periodically evaluate the service they receive. In exchange for their ratings, they get money and maybe a free meal.
Secret shoppers.
This is allowing an employee to rate their own behavior and performance.
Self-appraisal.
This trait-focused system concentrates on employee attributes such as dependability, honesty, and courtesy.
Trait-focused performance dimensions.
These focus on the employee’s knowledge, skills, and abilities.
With these, it is easy to provide feedback and suggest the steps necessary to correct deficiencies.
Competency-focused performance dimensions.
These are organized by the similarity of tasks that are performed.
Task-focused performance dimensions.
This means to organize the appraisal on the basis of goals to be accomplished by the employee.
Goal-focused performance dimensions.
Also known as “objective criteria”, this is another way to evaluate performance criteria.
Objective measures.
Four (4) common types of objective measures.
- Quantity of Work
- Quality of Work
- Attendance
- Safety
This objective measure is obtained by simply counting the number of relevant job behaviors that take place.
Quantity of Work.
This objective measure is often measured in terms of the number of errors made.
Quality of Work.
A common method for objectively measuring one aspect of an employee’s performance.
Has three (3) distinct criteria: absenteeism, tardiness, and tenure.
Attendance.
This objective measure is used because employees who adhere to this do not cost the organization as much money as those who break rules, equipment, and even their own bodies.
Safety.
Two (2) common variations of performance rating scale.
- Graphic rating scale.
- Behavioral checklist.
A common method for objectively measuring one aspect of an employee’s performance, this consists of a list of behaviors, expectations, or results for each dimension.
Behavioral checklist.
This is where documentation is typically recorded, which details formal accounts of the observed performance.
Critical incident log.
Documentation is important for four (4) reasons.
- Documentation forces a supervisor to focus on employee behaviors rather than traits.
- Documentation helps supervisors recall behaviors when they are evaluating performance.
- Documentation provides examples to use when reviewing performance ratings with employees.
- Documentation helps an organization defend against legal actions taken against it by an employee who was terminated or denied a raise or promotion.
This is where supervisors keep a record of observed critical employee behaviors (both positive and negative).
Supervisor’s log.
These documented incidents inform performance appraisals and rating decisions.
Performance review use.