Performance Appraisal Overview

This set of flashcards covers essential vocabulary and concepts related to performance appraisal within organizations.

Performance Appraisal

Evaluating an employee’s current and/or past performance relative to their performance standards.

Performance Management

A continuous process of identifying, measuring, and developing the performance of individuals and teams.

Objectives of Performance Appraisal

To provide feedback aimed at eliminating deficiencies and reinforcing strengths.

Stages of Performance Appraisal Process

Setting work standards, assessing performance, and providing feedback.

Reasons for Performance Appraisal

To base pay, promotion, and retention decisions and to align employee performance with company goals.

Performance Standards

Criteria used to compare ‘what should be’ with ‘what is’ in performance.

Immediate Supervisor

The individual most likely to conduct appraisals due to their awareness of the employee's work.

Peer Appraisals

Evaluations conducted by colleagues of an employee, which can provide insight into performance.

Crowd Appraisals

Social media tools used for continuous feedback among employees.

Rating Committees

Groups consisting of supervisors and managers who collectively evaluate an employee's performance.

Self-Ratings

Evaluations completed by employees regarding their own performance.

360-Degree Feedback

Comprehensive performance feedback gathered from various individuals around the employee.

Traits

Characteristics commonly associated with job performance that may be subjective.

Competencies

A broad range of knowledge, skills, traits, and behaviors important for job success.

Graphic Rating Scale Method

A simple appraisal method that rates performance across different traits.

Alternation Ranking Method

Ranking employees from best to worst on a specific trait.

Paired Comparison Method

Comparing every employee against every other employee for each trait.

Forced Distribution Method

Ranking employees into predetermined performance categories to mitigate leniency.

Critical Incident Method

Keeping a log of significant positive and negative examples of an employee's behavior.

Behaviorally Anchored Rating Scales (BARS)

Assigning numerical ratings based on specific examples of performance.

Management by Objectives (MBO)

A goal-setting and appraisal program focusing on achieving specific outcomes.

Unclear Standards

Ambiguous appraisal criteria leading to unfair evaluations.

Halo Effect

A cognitive bias where a rater's overall impression affects specific ratings.

Central Tendency

The tendency to rate all employees around the average, distorting evaluations.

Leniency or Strictness

The tendency to rate all subordinates too high or too low.

Recency Effects

Recent performances overshadowing evaluations of longer-term performance history.

Appraisal Interview

A meeting where appraisals are reviewed and action plans are developed.

Satisfactory-Promotable Interview

An appraisal meeting focused on developing specific plans for employee strengths.

Satisfactory-Not Promotable Interview

A meeting with a focus on maintaining satisfactory performance.

Unsatisfactory-Correctable Interview

Discussing an action plan to improve poor performance.

Unsatisfactory-Uncorrectable Interview

A tense appraisal focused on potential dismissal due to poor performance.

Coaching Skills

Essential skills for effectively communicating during appraisal interviews.

Criticizing a Subordinate

Providing critical feedback while maintaining the employee's dignity.

Written Warnings

Formal notices to employees with very weak performance, outlining standards and deficiencies.

Goal Achievement

Setting achievable outcomes that lead to organizational success.

Improvement Potential

Assessing and planning for an employee's future growth and career development.

Recognition and Rewards

Incentives provided to acknowledge and reinforce goal-directed performance.

Direction Sharing

Communicating company goals to employees at every level.

Ongoing Feedback

Continuous feedback helping employees track their progress toward goals.

Coaching and Development Support

Guidance provided to employees during the feedback process.

Employee Retention

Maintaining staff by evaluating and improving performance through appraisals.

Training Needs Identification

Recognizing areas where employees require further training and development.

Behavioral Criteria

Desired behaviors that are evaluated to promote effective performance.

Competency-Based Appraisals

Evaluations that focus on specific competencies related to job performance.

Employee Career Plans

Plans developed to align employee strengths and career aspirations.

Performance Review

A systematic evaluation of an employee’s performance against set standards.

Developmental Feedback

Feedback aimed at helping employees grow and improve in their roles.

Interpersonal Skills Evaluation

Assessing an employee's skills in interacting effectively with others.