Professional Documents
Culture Documents
Gathering Performance Information
Gathering Performance Information
Appraisal Forms Characteristics of Appraisal Forms Determining Overall Rating Appraisal Period and Number of Meetings
Overview (continued)
Who Should Provide Performance Information? A Model of Rater Motivation Preventing Rating Distortion through Rater Training Programs
Appraisal Forms:
9 Major Components
1. 2.
Appraisal Forms:
9 Major Components (continued)
3.
Accountabilities, Objectives, and Standards Competencies and Indicators Major Achievements and Contributions Stakeholder Input Employee Comments
4. 5.
6. 7.
Appraisal Forms:
9 Major Components (continued)
(These could be included in a separate form)
8. 9.
Appraisal Forms:
8 Desirable Features
1. 2. 3. 4.
Appraisal Forms:
8 Desirable Features (continued)
5. 6. 7. 8.
Appraisal period
Number of Meetings
Annual Semi-annual Semi Quarterly
Supervisors
Advantages
Best position to evaluate performance vs. strategic goals Make decisions about rewards Able to differentiate among performance dimensions
Disadvantages
Supervisor may not be able to directly observe performance Evaluations may be biased
Peers
Advantages
Assess teamwork
Disadvantages
Possible friendship bias May be less discriminating Context effects
Subordinates
Advantages
Accurate when used for developmental purposes Good position to assess some competencies
Disadvantages
Inflated when used for administrative purposes May fear retaliation (confidentiality is key)
Self
Advantages
Increased acceptance of decisions Decreased defensiveness during appraisal interview Good position to track activities during review period
Disadvantages
May be more lenient and biased
Advantages
Employees become more focused on meeting customer expectations
Disadvantages
Time Money
Expect disagreement Ensure employee receives feedback by source Assign differential weights to scores by source, depending on importance Ensure employees take active role in selecting which sources will rate which dimensions
Rating Behavior
Maximize merit raise/rewards Encourage employees Avoid creating written record Avoid confrontation with employees Promote undesired employees out of unit Make manager look good to his/her supervisor
Shock employees Teach a lesson Send a message to employee Build a written record of poor performance
Information Motivation Identifying, observing, recording and evaluating performance How to interact with employees when they receive performance information
Reasons for implementing the performance management system Information on the appraisal form and system mechanics
How to identify and rank job activities How to observe, record, measure performance How to minimize rating errors