Chapter 8: Performance Appraisal Flashcards
Whats the per capita range for police services?
131-848. Mean 264
What do many personnel specialists think the performance appraisal system should be limited to?
to inform employees about the quality of their work so that they can strive to improve their own performance
What is the key to performance appraisal?
knowing exactly who is responsible for doing what and how it (the job) is to be done.
What characteristics should performance appraisals have?
Job centered with focus on a specific task(s).
Clear and simply stated.
Observable and objective.
Target actual on-the-job performance.
Measurable in terms of predetermined performance standards.
What are the four universal aspects of performance appraisal?
- A performance goal, standard or plan.
- Measurement of job-related performance.
- Comparison of employee performance with the goal, standard or plan.
- The use of corrective action
Performance appraisals are important to management due to the fact that they:
Allocate resources.
Reward competent employees.
Provide valuable feedback to workers.
Maintain fair relationships and communication bonds.
What are problems with to frequent employee evaluations? Too infrequent?
supervisor is likely to place undue emphasis on and be swayed by normal day-to-day occurrences.
tend to forget critical incidents and much of the data that should be factored into the appraisal.
How often does CALEA recommend officers are given performance reviews? What about the author of the book>
least annually; bi-annually
CALEA recommends _____ performance review of probationary personnel?
quarterly
A good evaluator requires:
natural talent, knowledge and acquisition of special skills
What are the 3 common objectives of personnel evaluations?
Objective assessment.
To assess each employee’s contribution to the organization.
Appraisal interview.
To give employees valuable feedback concerning their performance.
Remediation.
To develop a mutually acceptable plan for correcting any problems.
What are the methods of appraisal?
Graphic Rating Scale
Critical Incident
Behaviorally Anchored Rating Scales (BARS)
Management by Objectives
What is the Graphic Rating scale and its advantages/disadvantages?
line scale to which the evaluator indicates the degree to which the person possesses the trait.
simple to design and construct, easy to use, easy to interpret and employees can and employees can be compared on score
Rigidity, rater error and possibility of intentional manipulation
What is the Critical Incident method?
Identifying, classifying, and recording significant employee behaviors.
Three basic steps:
- Gather and record accurate information about critical incidents involving employees.
- Abstract the information into a manageable number of categories describing significant job behaviors.
- Provide the evaluator with a list of categories and a form on which to record an analysis of the employee’s performance during various critical incidents.
Advantages:
deals with factual situations, zeroes in on positive and negative aspects of behavior, and is well suited for
the employee–counseling aspects of performance assessment
Disadvantages:
takes a great deal of time, specialized training, and
management oversight to do it correctly.
What is the Behaviorally Anchored Rating Scales (BARS)?
Focuses on specific on the job activities instead of personal traits. Chooses numerical designation and incorporates into matrix.
Produces “win-win” for managers and rank-and-file
