Graphic ratings scales an evaluation method in which

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»Graphic ratings scales. - An evaluation method in which the evaluator rates performance factors on an incremental scale. The evaluator goes through a set of performance factors—such as quantity and quality of work, depth of knowledge, cooperation, attendance, and initiative—and rates each on incremental scales»Behaviorally anchored rating scales (BARS). - Scales that combine major elements from the critical incident and graphic rating scale approaches. The appraiser rates the employees based on items along a continuum, but the points are examples of actual behavior on the given job rather than general descriptions or traits.
To develop the BARS, participants first contribute specific illustrations of effective and ineffective behavior,which are translated into a set of performance dimensions with varying levels of quality.»Forced comparisons. - Method of performance evaluation where an employee’s performance is made in explicit comparison to others (e.g., an employee may rank third out of 10 employees in her work unit).Evaluate one individual’s performanceagainst the performance of another or others.group order rankingAn evaluation method that places employees into a particular classification, such as quartiles. requires the evaluator to place employees into a particular classification, such as the top one-fifth or the second one-fifthindividual rankingAn evaluation method that rank-orders employees from best to worst.Improve Performance EvaluationsSuggestions for improving performance evaluations:»Use multiple evaluators. - As the number of evaluators increases, the probability of attaining more accurate information increases. A set of evaluators judges a performance, the highest and lowest scores are dropped, and the final evaluation is made up of those remaining.»Evaluate selectively. - To increase agreement among evaluations, appraisers should evaluate the areas ofperformance for which they have working knowledge.88 Appraisers should thus be as close as possible.»Train evaluators. - If you can’t find good evaluators, make them. Training can produce more accurate raters. Most rater training courses emphasize changing the raters’ frame of reference by teaching them what to look for, so everyone in the organization defines good performance in the same way.»Provide employees with due process - The concept of due process can be applied to appraisals to increase the perception that employees are being treated fairly. •Three features of due process. – 1)Individuals are provided with adequate notice of what is expected of them2)all evidence relevant to a proposed violation is aired in a fair hearing so the individualsaffected can respond3)the final decision is based on the evidence and free of bias.Post appraisals online.Providing Performance Feedback»Managers are often uncomfortable discussing weaknesses with employees.

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