Performance evaluation Flashcards
The process of observing and assessing employee performance, recording the assessment, and providing feedback to the employees.
Performance evaluation
Employee can use this information to change their job performance.
Job evaluation
[2] Types of Appraisal
- Formal
- Informal
A performance appraisal generally occurs at least annually on a specific, such as the anniversary of the employee’s hired date.
Formal
A performance appraisal occurs when a manager provides significant feedback and direction to an employee outside of a formal review meeting.
Informal
[2] Competency Assessment Methods
- Direct observation
- Indirect observation
The employees techniques are watched during the examination process.
[direct/indirect]
Direct Observation
Allows the observer to see if the employee is following the SOP.
[direct/indirect]
Direct observation
The observer uses a custom-designed checklist.
[direct/indirect]
Direct observation
Checklists are used when there a specific, observable items, actions or attributes to be observed.
[direct/indirect]
Direct observation
It is gathering information through means other than looking at actual samples of student work.
[direct/indirect]
Indirect observation
Most popular, a behavioral method. It provides a ranking scale (usually 1 to 5) for unsatisfactory to outstanding performance.
Graphic ratings scale
The source answers a series of questions about the employees performance in essay form.
Essay appraisal
A series of questions is asked and the manager simply responds yes or no to the questions.
Checklists
Also called stack ranking.
Ranking method system
Employees in a particular department are ranked based on their value to the manager or supervisor.
Ranking method system
The BARS focuses on employee behaviors and avoids any evaluation of attitudes.
Behaviorally Anchored Rating Scale
Employees may be provided with a copy of the same form used by the manager.
Self appraisal
Rating and sources can be easily compared.
Self-appraisal
Occurs when a rater places an employee into a class or category based on one or a few traits or characteristics.
[stereotyping/hall effect]
Stereotyping
Manager gives an employee the same rating on all dimensions.
[stereotyping/hall effect]
Halo effect
Merit increases usually are the end product of formal performance appraisals that connect levels of performance with varying levels salary or performance incentive.
Judging performance
The evaluation id often performed anonymously and invites open, constructive in-depth feedback from all levels, i.e. peers, subordinates, supervisors, customers, and self.
360-Degree Evaluation
Require trust among employees working together.
Peer-to-peer appraisal
Risky when conflict exists among employees.
Peer-to-peer appraisal
