Employee Evaluating Performance
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Quotes From Actual Performance Evaluations
Since my last report, this employee has reached rock-bottom and shows signs of starting to dig His men would follow him anywhere, but only out of morbid curiosity I would not allow this employee to breed This associate is really not so much of a has-been but more of a definitely won't be He would be out of his depth in a parking lot puddle This young lady has delusions of adequacy This employee should go far and the sooner the better This employee is depriving a village somewhere of an idiot He sets low personal standards and then consistently fails to achieve them 2
Performance Appraisal Means of assessing worker performance in comparison to company's established standards Should be tied directly to performance criteria USES Personnel decisions (promotion, firing, transfer) Employee development and feedback Criteria for research (e.g., validation of tests) Documentation for legal action Training
Objective Methods Measures of job performance that are easily quantified Counts of behaviors or outcomes of behaviors Advantages Disadvantages Consistent standards Not always applicable within jobs (teacher) Not biased by judgment Performance not always Easily quantified under individual's Face validitybottom control Too simplistic line oriented Time consuming Potentially costly
Subjective Methods People's judgments about performance Advantages Disadvantages Easy to use Potentially poor Inexpensive reliability between Can assess variables raters that objective methods Prone to rater bias Rating errors: can not (e.g., motivation, team spirit) Leniency, Halo, etc. Supervisor subversion of system--leniency as a strategy
Sources of Performance Ratings Supervisors Self appraisals Peers Subordinate Customers 360 feedback
Comparative Methods
Rank Order Paired Comparison Forced Distribution
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Example of a Ranking Method
Rating Dimension Employee Clark Cochran Bailey Shapiro Darden Knowledge Dependability 1 2 3 4 5 1 3 2 5 4 Quality 1 2 3 4 5 Total 1.00 2.33 2.67 4.33 4.67
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Example of Paired-Comparison Method
Paired Comparisons Green Briscoe Green Rey Green Logan Green Ceretta Briscoe Rey Briscoe Logan Briscoe Ceretta Rey Logan Rey Ceretta Logan Ceretta
Employees Green Briscoe Rey Logan Ceretta
Scoring Green Briscoe Rey Logan Ceretta 4 3 1 2 0
Example of a Forced Distribution
Roberts Winslet Tilly Spelling 10% Terrible Stone 20% Below Average Basinger Silverstone 40% Average Paltrow Ryan 20% Above Average Hunt 10% Excellent
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Individual Methods
Checklist Narratives Graphic rating scales Behaviorally anchored rating scales (BARS) Behavioral observation scales (BOS)
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Example of a Behavioral Observation Scale (BOS) Job Knowledge 1. ___ Is aware of current interest rates. 2. ___ Offers suggestions to customers about how they can make the most interest 3. ___ Knows various strategies for converting IRAs. Employee Relations 1. ___ Offers to help other employees when own workload is down. 2. ___ Praises other employee when they do well
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Common Rating Errors Leniency or Severity Halo or Horns Primacy or Recency Causal attribution Actor-observer bias Personal biases Sex Race Age Physical attributes
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Effective Performance Appraisal Review Interviews Employee input prior to the meeting High level of employee participation Helpful supervisor attitude Focus on behaviors rather than traits Identification of solutions to problems Mutual setting of specific goals Consistent application of standards Rater is familiar with the employee's work
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Effective and Legal Performance Appraisal Systems
Are job-related and based on a job analysis Are properly administered Formal Standardized Not too complicated Provide specific feedback Focus on behaviors rather than traits Ratings are documented Use appropriate raters raters are trained all relevant raters are used Raters used must be relevant and qualified
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