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
What is Management by Objectives (MBO)?
convert goals and objectives into specific programs. Deals with mapping out future goals, objectives and achievement.
Error of Leniency
Most common error. Gives people the benefit of the the doubt. Avoids interpersonal conflicts
Error of central tendency
Placing people into artificial category of average. Makes supervisor feel safe with least resistance from employees. Penalizes motivated employees and rewards marginal ones
Error of halo effect
one significant event or characteristic to be the basis for the overall rating of the employee
Error of Bias
personal bias and is usually based on the supervisor’s norms, values, prejudices and operational stereotypes..
Race, sex, sexual preference, creed appearance and lifestyle affect decision
Contrast Error
occurs when supervisors judge employees based on their own expectations and aspirations, rather than actual job performance.
Forces employees to try and guess what is expected to curry favor
Recency Error
too much weight is placed on the employee’s behavior
immediately prior to the rating evaluation.
Usually results in higher ratings
What are the ways to focus a subordinates focus on the future during a evaluation review?
- Discuss actual performance in detail, yet be tactful.
- Emphasize strengths to build on.
- Promote conforming to acceptable job performance.
- Stress the opportunities that will allow the subordinate to grow personally while developing professionally.
- Assist the subordinate in goal setting
Success of the interview is based on:
supervisor’s ability to establish rapport, empathize and
communicate effectively with subordinates
What should a sergeant’s role be if remediation is severe enough to be “kicked upstairs”?
one of advisor and information gatherer
Follow up appraisal should be
a Daily activity
What are the 2 new trends on performance evaluation?
Performance evaluation under community-oriented policing and subordinates evaluating their supervisor’s performance
What changes to the performance evaluations process can be made to help scope it towards community policing?
Convey reasonable expectations concerning the content and style of police personnel behavior while
reinforcing commitment to the department’s mission, values, goals and objectives.
Document the types of incidents that officers are experiencing in their communities and the problem solving strategies they use to resolve problems.
Identify the organizational factors that hinder performance enhancement or the solicitation of ideas for dealing with changing conditions.
What type of evaluation should police officers use to rate their supervisors according to Whetsone?
Forced-Choice Instrument
