Performance Appraisal

A collection of vocabulary flashcards based on performance appraisal concepts discussed in the lecture.

Observed Criterion

The actual performance measure obtained from employees.

Ultimate Criterion

An ideal measure of success, such as overall college success, that includes all relevant factors.

Deficiency

The omission of essential aspects of performance in a measurement.

Objective Measures

Quantitative data collected on job performance such as error rates or sales figures.

Judgmental Measures

Subjective ratings based on the assessment of an individual's performance by others.

Behaviorally Anchored Rating Scales (BARS)

Rating scales that use specific behavioral examples to define different levels of performance.

Behavioral Observation Scales (BOS)

Rating scales that require evaluators to rate the frequency of specific behaviors.

360-Degree Feedback

A performance appraisal method that involves collecting feedback from a range of sources around an employee.

Administration vs Non-Administration Ratings

Different purposes of ratings; administrative ratings are used for decisions like promotions, while non-administrative are used for development.

Leniency Bias

The tendency for raters to rate individuals higher than they deserve.

Severity Bias

The tendency for raters to rate individuals lower than they deserve.

Contrast Effect

The disruption in performance judgment based on comparison with others' performance.

Rating Scale Formats

Various methods used to assess performance such as graphic rating scales and BARS.