Professional Documents
Culture Documents
Who Evaluates?
Problems with immediate supervisors conducting performance evaluations:
Lacking appropriate information to provide informed feedback on employee performance. Insufficient observation of the employees day-to-day work to validly assess performance. Lack of knowledge about the technical dimensions of a subordinates work. Lack of training or appreciation for the evaluation process. Perceptual errors by supervisors that create bias or lack of subjectivity in evaluations.
Stereotyping
Rater makes performance judgments based on employees personal characteristics rather than the employees actual performance.
Recency Error
Recent events and behaviors of the employee bias the raters evaluation of the employees overall performance.
What to Evaluate?
Traits Measures
Are an assessment of how the employee fits with the organizations culture, not what the employee actually does.
Behavior-based measures
Focus on what an employee does correctly and what the employee should do differently.
Results-based measures
Focus is on accomplishments or outcomes that can be measured objectively. Problems occur when results measures are difficult to obtain, outside employee control, or ignore the means by which the results were obtained.
How to Evaluate?
Absolute Measurement
Employees are all measured strictly by absolute performance requirements or standards of their jobs.
Relative Assessment
Employees are measured against other employees and ranked on their distance from the next higher to the next lower performing employee. Ranking allows for comparison of employees but does not shed light on the distribution of employee performance.
Measures of Evaluation
Graphic Rating Scales Weighted Checklists Behaviorally Anchored Rating Scales (BARS) Behavioral Observation Scales (BOS) Critical Incident Method Management By Objectives (MBO)
360 Degree Feedback Recommendations for increasing the likelihood that 360 feedback will benefit the organization:
Assign an internal consultant or champion to oversee the process and hold that individual accountable for results. Initial implementation should be on a limited basis to allow for an evaluation of the process using a pre-post test control group test design. Create a focus group to clearly identify effectiveness criteria measures that the organization values most highly and that will be used in the measurement process. Train all raters to avoid systematic rater errors.