Performance Appraisal Study Guide

These flashcards cover key concepts and details related to performance appraisal systems, including methods, rating types, legal considerations, and the process for conducting performance appraisal interviews.

Performance Appraisal

A system used to evaluate employee performance, involving feedback, training, raises, promotions, and terminations.

Effective Appraisal System

An effective and legal appraisal system must be job-related, standardized, formal, simple, behavior-focused, provide specific feedback, use qualified raters, and document everything.

Steps in Developing a Performance Appraisal System

1) Create a task force 2) Decide the purpose 3) Identify environmental/cultural factors 4) Choose who will rate 5) Choose method of evaluation.

Who can rate performance?

Supervisors, peers, subordinates, and customers can rate employee performance.

Results Focus

A type of performance focus that emphasizes outcomes such as productivity, e.g., arrest rates and sales numbers.

Task Focus

A type of performance focus based on specific job duties.

Traits Focus

A less preferred type of performance focus that considers personality traits like honesty and dependability.

Competency Focus

A performance focus that assesses skills such as communication and technical abilities.

Methods of Performance Appraisal

Includes employee comparisons (rank order, paired comparison, forced distribution), objective measurements (quality of work, attendance, tardiness, safety), and subjective ratings.

Behaviorally Anchored Rating Scales (BARS)

A behavior-based measurement tool that uses specific behavior examples to rate performance.

Common Rating Errors

Mistakes in appraisals including halo/horns effect, leniency/strictness, central tendency, recency effect, and contrast error.

Rater Reliability Problems

Discrepancies among raters due to bias, different standards, and varied observations.

Performance Appraisal Interviews (Before)

Steps include employee self-rating, supervisor data review, and scheduling a private meeting.

Key Tips for Interviews

Focus on behaviors and encourage employee participation.

Legal Issues in Performance Appraisal

Reasons for termination must include rule violations, poor performance, or layoffs, enforced with clear rules and documentation.

Progressive Discipline Steps

1) Counseling 2) Oral warning 3) Written warning 4) Probation 5) Suspension 6) Demotion 7) Termination.

Employment at Will

An employment condition allowing an employer to terminate an employee at any time, limited by law, contracts, and fairness policies.

Termination Meeting (Before)

Ensure legal compliance and plan the meeting details.

Termination Meeting (During)

Be direct and explain the reason for termination, offering support if appropriate.

Termination Meeting (After)

Professional communication to inform others while avoiding negative comments.