Performance Appraisal Flashcards
Step 1: Determine Reason for Evaluation
- provide employee training and feedback (most important use)
- determine salary increases
- making promotion decisions
- making termination decisions
- conducting personnel research
Step 2: Identify Environmental and Cultural Limitations
as is
Step 3: Determine Who Will Evaluate Performance
- supervisors (most common)
- peers
- subordinates
- customers
- self-appraisal
Step 4: Select Best Appraisal Methods to Accomplish Your Goals
- Focus of Appraisal methods
- trait-focused
- competency-focused
- task-focused -“following radio procedures”
- goal-directed
- contextual
Step 4 ->Use of Employee comparisons, objective measures, ratings
> Employee comparisons
- rank-order (easiest and most common)
- paired comparisons
- forced distribution
> Objective measures
- quantity of work
- quality of work
- attendance
- safety
Ratings of performance
-Graphic rating scale (most common)
poor and excellent each ends
- Behavioral checklist
- Comparison with other employees
- Frequency of desired behaviors
- Extent to which organizational expectations are met
-Behaviorally Anchored Rating scales
use of critical incidents to formally provide meaning to the numbers on a rating scale
-Forced-choice rating scale
same with BARS but scale points are hidden
-Mixed-Standard scales
supervisors read each behavior and places + if employee better than behavior, 0 if same, - worse
-Behavioral Observation Scales (BOS)
measure frequency of desired behaviors
measure only recall of behaviors not actual
Step 5: Train raters
- Frame of reference training: provides raters with job-related info, practice in rating
- communicate org.’s definition of effective performance
Step 6: Observe and Document performance
- critical incidents
- documentation of critical incidents to avoid bias
- Employee performance record: contains critical incidents; 1st half of page is good behaviors and other half is bad
Step 7: Evaluate Performance
- obtain and review the objective data relevant to employee’s behavior
- also review potential sources of contamination
- distribution errors (leniency, strictness, etc) can be partially eliminated by having several people rate each employee
Step 8: Communicate Appraisal results to employees
- most performance appraisals are done every 6 months
- Tell and sell: supervisors tell an employee everything she has done poorly and sells her in a way that she can improve
- Feedback sandwich: positive-negative-positive
- Fundamental attribution error: attribute others’ failure or poor performance to personal rather than situational factors
Employment-at-will-doctrine
-allows employers the freedom to fire an employee without reason (private sectors)
Legal reasons for Terminating Employees
-Probationary period
-Violation of company rules
Handbooks (most legally defensible)
-Inability to perform
progressive discipline needed (oral warning and then so on)
-Reduction in workforce (layoff)
provide at least 60 days notice
