Job Analysis Follow up – ally incumbents should, review information, provide feedback, rate tasks and KSAs in terms of (frequency, critically) Rater Biases – rating of frequency and criticality of tasks and KSAs is susceptible to: self serving bias, socialprojection bias, false consensus bias **These biases exaggerate the importance of certain tasks and KSAsRater Training – web based training: structure – takes only about 15 minutes, establishes common point of reference via largely 5 steps to practice rating skills resulting in exaggeration reduction about the importance of certain task and KSAs Web Based Training: 1.Defines the ratingdimensions2.Defines the scale anchors3.Describes behaviors indicative of each rating dimension4.Allows ratersto practice their rating skills, and 5.Provides feedbackon the practice oPerformance Planning: Result, Behaviors, Competencies, Development R - Key accountabilities – broad areas of a job for which the EE is responsible for producing results Specific Objectives – statements of outcomes (important & measurable)Performance Standards – “yardstick” to evaluate who well EEs have achieved each objective; information on acceptable and unacceptable performance such as, quality, quantity, cost, time B – How job is done C – Measurable clusters of KSAs, critical in determining how results will be achieved D – Areas for improvement, goals to be achieved in each area of improvement oPerformance execution – Employee’s and Managers responsibilitiesEE – Commitment to goal achievement, ongoing requests for feedback and coaching, communicationwith supervisor, collecting and sharing performance data, preparing for performance reviews. MGR – observation and documentation, updates, feedback, resources, reinforcement oPerformance assessment – manager assessment, self assessment, other sources (e.g,, peers, customers) oPerformance review – Past behaviors and results; Present: compensationto be received; Future: new goalsand development plans 6 Steps to conducting reviews: 1. Identify what the EE has done well and poorly 2. Solicit feedback 3. Discuss the implication of changing behaviors 4. Explain how skills used in past achievements can help overcome any performance problems 7
5. Agree on an action plan 6. Set a follow up meeting and agree on behaviors, actions and attitudes to be evaluated.