Performance appraisal

Question 1

What is a performance appraisal?

Answer 1

• sensitive and important part of the management process; requiring skill
• Performance appraisals are used to determine how well employees are performing at their job
• measure actual performance and not intent
• outcomes are positive
• because of past experiences, performance appraisal interviews are highly charged, emotional events for most employees

Question 2

Types of performance appraisal tools? (8)

Answer 2

1. trait rating scales
2. job dimension scales
3. Behaviorally anchored rating scales
4. checklists
5. essays
6. self-appraisals
7. Management by objectives
8. Peer review

Question 3

Trait rating scales

Answer 3

rates an individual against some standard

Question 4

Job dimension scales

Answer 4

Rates the performance on job requirements

Question 5

Behaviorally anchored rating scales

Answer 5

rates desired job expectations on a scale of importance to the positioin

Question 6

Checklists

Answer 6

rates the performance against a set list of desirable job expectations

Question 7

essays

Answer 7

a narrative appraisal of job performance

Question 8

Self appraisals

Answer 8

employee rates their own performance

Question 9

Management by objectives

Answer 9

employee and agree upon goals of performance to be reached

Question 10

Peer review

Answer 10

assessment of work performance is carried out by peers

Question 11

Pitfalls in performance appraisal (8)

Answer 11

1. subjectivity
2. tendency to be lenient
3. inadequate record keeping
4. recency effect
5. Halo effect
6. horns effect
7. central tendency
8. Matthew effect

Question 12

recency effect definition

Answer 12

only evaluates recent events versus the entire year

Question 13

Halo effect definition

Answer 13

when the manager lets one or two positive things influence the appraisal

Question 14

Horns effect definition

Answer 14

when the manager lets one or two negative things influence the appraisal

Question 15

Central tendency definition

Answer 15

rate everyone as average. everyone gets the same score

Question 16

Matthew effect definition

Answer 16

bias when employees get the same appraisal year after year

Question 17

Steps for an effective appraisal (8)

Answer 17

1. the performance is most effective when the manager is respected
2. avoid surprises in the appraisal conference
3. the effective leader communicates informally with staff on a continuous basis, should be little new information
4. based upon a standard that all employees are held accountable t and this standard must be communicated at the time of hire
5. Employees must know in advance what happens if standards aren’t met
6. employees must know how info will be obtained to determine performance
7. appraisers should be those who directly supervise the employee
8. the employees past experience with performance appraisals will effect the outcome