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Performance Management
The use of performance data to effect organizational culture, systems, and processes, set goals, allocate resources, affect policies and programs, and share results.
Performance Appraisal
The process by which organizations evaluate employee job performance.
SMART Goals
Specific, Measurable, Achievable, Relevant, Time-bound goals used in effective performance management systems.
Validity in Performance Management Systems
The degree to which a performance measure assesses all relevant aspects of job performance.
Reliability in Performance Management Systems
The consistency of a performance measure over time.
Rater Training
Training provided to evaluators to ensure they understand good vs poor performance to improve the accuracy of evaluations.
Halo Effect
A cognitive bias where the perception of one positive quality leads to the assumption of other positive qualities.
Leniency Bias
The tendency to give higher ratings than deserved, often due to a desire to be nice rather than accurate.
Central Tendency Error
The tendency to rate all employees near the middle of the scale, avoiding extreme ratings.
Feedback Effectiveness
The extent to which feedback leads to improved performance; can be negatively impacted if directed at the person rather than the task.
Note 
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