Public Personnel Administration

Unit Seven Objectives Analyze the importance of performance appraisal for public personnel administration Understand the areas that need to be covered in a performance appraisal Seminar 7 Overview

Seminar Objectives Distinguish between performance management and performance appraisal Examine 360 degree feedback Identify and understand key performance appraisal errors. Seminar 7 Overview

The Recruitment Process: A Review Initial Screening Selection Orientation Placement Performance Management Seminar 7 Recruitment Process

The Performance Management Process “Remember that, when you evaluate the performance of new hires, you are doing so within the context of a system...and you are really appraising recruitment, training, and selection, among other HRM activities” Wayne Cascio (2010, p. 202) Seminar 7 Performance Management

The Performance Management Process Encompasses the Appraisal Process Key point: Appraisal is a necessary, but not sufficient, part of Performance Management Is an extension of the recruitment process Is continuous Can be conceptualized as a feedback loop between the manager and employee Seminar 7 Performance Management

The Performance Management Process The PMP is comprised of three key activities/components: Defining Performance Goals, measures, and assessment Facilitating Performance Question: How can managers do this? Encouraging Performance Involves a three step process Seminar 7 Performance Management

The Appraisal Process Characteristics of the Appraisal Process: Involves observation and judgment Is a component of PMP Is a form of organizational intervention Is a measureable process yet intensely emotional/stressful Is not an exact science—a human process Is effective in less than 10% of organizations that use it Seminar 7 Appraisal

So Why Appraise Employees? Five key reasons: Provides a legal and formal rationale for promoting or terminating employees Used to validate test measurements Provide feedback to employees Helps identify developmental needs Can help diagnose organizational problems Gives feedback on the effectiveness of recruiting process Seminar 7 Appraisal

What Makes An Effective Appraisal System? These four aspects must be present in an effective system: Relevance Sensitivity Reliability Acceptability Practicality Seminar 7 Appraisal

360-Degree Feedback An innovative alternative to traditional feedback systems: Employee is evaluated based on feedback from multiple sources—peers, vendors, management, etc. Intent is to capture different aspects of a person's performance Employee also rates self and these ratings are compared to those received from others. Seminar 7 Appraisal

Common Appraisal Errors Labeling/Confirmation Bias Central Tendency Leniency Recency Halo Effect Horns Effect Constancy (or Consistancy) Bias Similarity Seminar 7 Appraisal

Questions? What is one “take away” you gained from the seminar? Is there an area where you would like to focus during the next seminar? How might you utilize what you have learned in seminar and through completing the weekly assignments? Seminar 7 Conclusion

References Cascio, W. (2010). Managing human resources. New York, NY: McGraw-Hill Seminar 7 Conclusion