Edward Taylor Al Renner Lois Robinson Training Supervisors To Avoid Performance Appraisal Pitfalls

Agenda Components of Performance Appraisal System Importance of Training for Managers Training Focus/Topics Common Rater Errors Closer look at Feedback System Reactions to Appraisal Process Effective Performance Appraisal Process

Components of a Performance Appraisal System Evaluation system Feedback system

Why Training is Important Court cases Study on Effectiveness

Training Focus and Topics Employee training focus Manager/Supervisor training focus Frequently covered topics

Common Errors by Raters Varying Standards Recency & Primacy Effects Central Tendency, Leniency, Strictness Rater Bias

Common Errors by Raters (cont’d) Halo & Horns Effects Contrast Error Similar to Me/Different From Me Sampling Error

Communicating Feedback DODO NOT Prepare in advance Focus on performance & development ID specific re reasons for ratings ID specific improvement plan Consider your role in performance Reinforce desired behavior Focus on future performance Do all the talking Lecture Discuss salary or promotion Focus only on the negative Be overly critical Feel you both must agree Compare employee to others

Three Common Components of Feedback as a System Data – Data is a small part of the overall story. Evaluation of data – the way the feedback system reacts to the facts. Action based on evaluation – the action plan.

Manager/Employee Reactions to Appraisal Process Management thought process – hesitancy vs. development plans. Employee thought process – fear vs. the self improvement process.

What an Effective Performance Appraisal Process Should Look Like Consistent Beneficial Useful Legal Job Related Fair Effective