Supervision of Pol-Ch14, Performance Rating Standards and Methods Flashcards
Rating Standards
Employee ranking Representative Employee standard Ideal Employee Standard Numerical Standard Forced-Choice standard
Military used the technique of ranking all employees. This method of ranking or scaling ratings is widely used and ranks employees from highest to lowest in the unit or on the basis of most valuable to least valuable.
Employee ranking standard
simple and easy to administer, but has disadvantage of lacking common standards of measurement, especially when employees from widely different assignments
Used effectively as criteria for ratings in smaller organizations where the varying capabilities of employees are generally known and usually agreed on by raters. Rater compares each employee with others who have been selected as having greatest value to organization.
Representative Employee Standard
Rater is instructed to decide in his own mind the attributes, professional qualities and performance of the ideal employee performing a similar function to that of the employee to be rated
ideal employee standard
purely arithmetic method, rater gives a numerical grade to each trait on rating form according to degree to which employee possesses it.
numerical standard
once traits are selected that are considered to be the most important indicators of quality of performance, several options are available for the rater. options can be given a numerical value or be classified in broad terms such as poor, fair, good, very good, excellent.
forced-choice standard
usually the best raters are ___, because they are more diligent in carrying out their rating responsibilities and less likely to commit error of leniency
best supervisors
This rating is the easiest course for weaker supervisors, who are prone to overrate
liberal rater
the better supervisors are generally more _____ and more ____ than their less effective colleagues.
discriminating and more objective
the rater rates all subordinates alike are covertly disrespected.
lenient supervisor.
Common rating errors
leniency personal bias central tendency halo effect related traits overweighting or recency subjectivity
by far the most common of all errors in rating of personnel
leniency
this marked tendency to rate high results is called
skewed curve
rating higher than is justified those persons they know well or like
personal bias
raters will group their ratings near center of the rating scale, with few ratings at the bottom or top
central tendency
tendency of raters to rate in terms of a very general impression rather than on the basis of specific traits
halo effect.
rater gives similar ratings to traits that seem to be similar.
related traits-
sometimes referred to as logical error or association error
tendency of raters to be unduly influenced by an occurrence, either good or bad, involving the person rated near the end of rating period
overweighting or recency
when the rater is unduly influenced by one or two characteristics that have special appeal to him.
subjectivity
rating system is only as valid as the measuring instrument used and the judgment, ability and integrity of the rater in applying the information available to it
validity and reliability of rating section
A report that is an accurate measurment of the ability it purports to measure
valid report
a rating report that measures consistently and reasonably accurately each time it is used is
reliable
rating methods
composite ratings
group ratings
individual trait ratings
composite rating from several individual appraisals, usually be a process of averaging the ratings
composite ratings
common practice followed is to make group ratings of individual employees in a conference of supervisory officers
group ratings- disadvantage, is that a biased supervisor may unduly prejudice the other raters in favor or against the person rated
discussion of rating with employee
interview
acknowledgment of rating
follow up
written notification of rating
The ideal rating, of course, is one in which the results are not unduly influenced by subjectivity or chance but are based on sound _____
objective evidence.
The performance standards that emerge from an effective rating system will give employees clues about what is _______
expected from them
