Personnel Evaluations Flashcards
Objective evaluation most likely to occur if based on
specific data relating to performance
Performance standards should be two things
ATTAINABLE and PASSABLE. *Don’t set standards at PERFECTION level
Lenient rater makes those who work for harsh rater feel
unfairly treated
Besides being the most common rating error, LENIENCY can cause
morale to suffer
A PROGRESS interview with subordinate whose performance is slipping can be used to
help him avoid a possible breach of discipline
When the ratings done by one boss are usually HIGH and another usually LOW,
you should check out the STANDARDS being used
Evaluation of subordinate should be based on
specific instances of work performance ie the subordinate’s job
A newly-assigned supervisor who must do EVALUATIONS should base them on
RECORDS and REPORTS
Sergeant Smith rates a subordinate high because of two traits that the sergeant likes. This is an error because the evaluation is
SUBJECTIVE *topic of SUBJECTIVITY
Performance evaluations can help subordinates to engage in
self-appraisal
Objective ratings are based on
OBSERVED PERFORMANCE
Evaluations should be based on
OVERALL PERFORMANCE
Employee job performance should be measured against
defined performance standards
When a reward system is implemented, it is essential that the officers receive
continuous feedback about how their performance compares to standards that have been set
An officer’s motivation to achieve a performance goal will be affected by his
belief that his superior has acted fairly in setting the goal
