Job Analysis Follow up ally incumbents should review information provide

Job analysis follow up ally incumbents should review

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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, social projection bias, false consensus bias **These biases exaggerate the importance of certain tasks and KSAs Rater 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 rating dimensions 2. Defines the scale anchors 3. Describes behaviors indicative of each rating dimension 4. Allows raters to practice their rating skills, and 5. Provides feedback on the practice o Performance 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 KSA s, critical in determining how results will be achieved D – Areas for improvement, goals to be achieved in each area of improvement o Performance execution – Employee’s and Managers responsibilities EE – Commitment to goal achievement, ongoing requests for feedback and coaching, communication with supervisor, collecting and sharing performance data, preparing for performance reviews. MGR – observation and documentation, updates, feedback, resources, reinforcement o Performance assessment – manager assessment, self assessment, other sources (e.g,, peers, customers) o Performance review – Past behaviors and results ; Present: compensation to be received ; Future: new goals and 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
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5. Agree on an action plan 6. Set a follow up meeting and agree on behaviors, actions and attitudes to be evaluated.
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