Performance Appraisal - Chapter 5 Flashcards
The systematic review and evaluation of job performance and the provision of performance feedback
Performance Appraisal
Uses/purposes of performance appraisal
Personnel decisions
-promoting, firing, layoffs, raises
Developmental purposes
-identifying strengths & weaknesses-coaching
Documentation
- provide line of legal defense against lawsuits
Common rating errors
- Halo Error
* Distributional Errors
When a math teacher assumes a student should receive an A in math because she receives A’s in all of her other courses, the teacher is committing the rating error known as…
Halo Error
Type of error that restricts the range in ratings (leniency, severity, and Central Tendency)
Distributional Errors
The mean of ratings across ratees is higher than the mean of all ratees across all raters
Or the mean of their ratings is higher than the midpoint of the scale
Leniency
A supervisor who assigns every employee an average rating rather than spending extra time differentiating between good and poor performing employees has committed the rating error of…
Central Tendency
Tendency to give consistently lower ratings to ones employees than other raters do
Severity
Raters heavily weight their most recent interactions/observations of ratee is what type of error?
Recency error
Raters pay too much attention to initial experiences with ratee
First impression error (primacy effect)
Raters give more favorable ratings to ratees who are like themselves…
Similar-to-me error
A motivational system of individual performance improvement
Performance Management
Objectives of Performance Management
- objective goal setting
- continuous coaching and feedback
- performance appraisal
- developmental planning
When the source of the ratings comes from individuals of a lower status than the ratee
Upward Appraisal Rating
A type of training to increase accuracy in ratings and enhances raters observational and categorization skills… (most effective training method)
Frame of Reference Training (FOR)
A type of performance appraisal that involves multiple raters at various levels of the organization who evaluate and provide feedback to a target employee
Including (subordinates, peers, supervisors, clients of customers, self-ratings)
360 Feedback
Multi source feedback
Rated Error Training (RET)
Reduces errors but accuracy is not necessarily improved
Telework
Employees working from home or some other location (have flexibility in work hours/location)
What makes a “GOOD” performance Appraisal?
- well-received by ratees
- based on carefully documented behaviors
- focused on important performance criteria
- inclusive of many perspectives
- forward looking
- focus on improvement
Eight Legal Recommendations for performance Appraisal
1) start w/ Job Analysis to develop criteria
2) communicate performance standards in writing
3) Recognize desperate dimensions of performance rather than just one “overall” rating
4) Use both objective and subjective criteria
5) Give employers access to appeal
6) Use multiple raters rather than one rather
7) Document everything pertinent to personnel decisions
8) Train the raters
If employees perceive that they understand the performance appraisal system and its objectives, then their self-ratings of performance tend to…
Agree with their supervisors ratings
Given legal requirements and technical guidelines, it is recommended that PA’s:
a) rely on an single rating of performance
b) are not conducted when rater training is impossible
c) are based on criteria from a documented job analysis
d) use only objective criteria and global personality traits
C
BFOQ’s (Bona fide occupational qualification)
A selection requirement that is necessary for the performance of job-related duties and for which there is no substitute.
