Chapter 7: Performance Appraisal Part 1
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23 Terms
Q: What are effective and legal performance appraisal systems based on?
A: Job-related criteria based on a job analysis.
Q: What should performance appraisals focus on?
A: Behaviors rather than traits.
Q: Why must ratings be documented?
A: To support decisions and provide evidence.
Q: What is important about raters in an appraisal system?
A: They must be trained, relevant, and qualified.
Q: What is the first step in developing a system?
A: Create a task force with all organizational levels.
Q: Why is determining the goal important?
A: Many systems fail because they lack clear goals.
Q: What assumption is made about raters?
A: They are fair, objective, and unbiased.
Q: What happens if assumptions about raters are false?
A: The appraisal system should not be used.
Q: What is the most common purpose of appraisal?
A: Feedback and training.
Q: What percentage of appraisals are used for raises?
A: 86%.
Q: Name three personnel decisions based on appraisals.
A: Raises, promotions, termination.
Q: Who can rate employee performance?
A: Supervisors, peers, subordinates, customers, self, etc.
Q: What is 360-degree feedback?
A: Feedback from multiple sources (peers, supervisors, subordinates, etc.).
Q: How many raters are recommended for 360 feedback?
A: 4-10 raters.
Q: What are the four types of performance focus?
A: Goal, task, trait, and competency.
Q: Give an example of a trait focus.
A: Honesty or dependability.
Q: Give an example of competency focus.
A: Report writing or public speaking skills.
Q: What are employee comparison methods?
A: Rank order, paired comparison, forced distribution.
Q: What is forced distribution?
A: Ranking employees into set categories (e.g., top 10%, bottom 10%).
Q: What are objective measures?
A: Quantity, quality, attendance, tardiness, safety.
Q: What is a graphic rating scale?
A: Rating performance on a scale (e.g., 1-5).
Q: What are behavior-based methods?
A: BARS, BOS, checklists.
Q: What is a Behaviorally Anchored Rating Scale (BARS)?
A: Ratings based on specific behavioral examples