Outline Performance Appraisals Chapter 6, M. London Juan I. Sanchez, Ph.D. Dept. of Mgmt. & Int’l Business Florida Int’l University

Dimensions of performance Performance mgmt. Performance Dimension Contextual Task Adaptive Structure x Support

Rating Dynamics Consequences of evaluation (administrative or developmental). Can the same system serve both purposes? Probably not. Rating Formats: how do we help raters categorize behavior into dimensions? Graphic Rating Scale Behavioral Anchored Rating Scale (BARS) Computerized Adaptive Rating Scales (CARS) Paired Comparison and forced ranking Ratingless narrative appraisals Self-appraisals

A Graphic (Trait-Oriented) Performance Appraisal Rating Form Employee’s Name: Supervisor’s Name: Employee’s Position: Review Period: INSTRUCTIONS: For each trait below, circle the phrase that best represents the employee. 1. Diligence a. outstanding b. above average c. average d. below average e. poor 2. Cooperation with others a. outstanding b. above average c. average d. below average e. poor 3. Communication skills a. outstanding b. above average c. average d. below average e. poor 4. Leadership a. outstanding b. above average c. average d. below average e. poor 5. Decisiveness a. outstanding b. above average c. average d. below average e. poor

A Critical Incidents Performance Appraisal Rating Form INSTRUCTIONS: For each description of work behavior below, circle the number that best describes how frequently the employee engages in that behavior. 1. The incumbent removes manure and the unconsumed food from the animal enclosures. 1. Never 2. Almost Never 3. Sometimes 4. Fairly Often 5. Very Often 2. The incumbent haphazardly measures the feed items when placing them in the animal enclosures. 1. Never 2. Almost Never 3. Sometimes 4. Fairly Often 5. Very Often 3. The incumbent leaves refuse dropped by visitors on and around the public walkways. 1. Never 2. Almost Never 3. Sometimes 4. Fairly Often 5. Very Often 4. The incumbent skillfully identifies instances of abnormal behavior among the animals, which represent signs of illness. 1. Never 2. Almost Never 3. Sometimes 4. Fairly Often 5. Very Often

A Behaviorally Anchored Rating Scale for the Cleaning Dimension of the Animal Keeper Job INSTRUCTIONS: On the scale below, from 7 to 1, circle the number that best describes how frequently the employee engages in that behavior. 7 | 6 5 4 3 2 1 The incumbent could be expected to thoroughly clean the animal enclosures and remove refuse from the public walkways as often as needed. The incumbent could be expected to thoroughly clean the animal enclosures and remove refuse from the walkways twice daily. The incumbent could be expected to clean the animal enclosures and remove refuse from the public walkways in a sketchy fashion twice daily. The incumbent could be expected to rarely clean the animal enclosures or remove refuse from the public walkways.

A Paired Comparison Performance Appraisal Rating Form INSTRUCTIONS: Please indicate by placing a X which employee of each pair has performed most effective during the past year. Refer to the duties listed in the job description for animal keeper as a basis for judging performance. _____ Bob Brown _____ Mary Green _____ Jim Smith _____ Allen Jones X _____ Mary Green _____ Jim Smith _____ Allen Jones X X X X X

Forced Ranking Performance Management Process “Best or Worse” “Rank and Yank”

Towards more valuable appraisals Accuracy in performance appraisals? Common rating errors: Leniency Severity Halo Similarity Central Tendency First Impression Recency/Contrast effects

Rater Training Rater error training can create rater confusion. Frame of Reference Training is more acceptable. See additional info on rater training in “Performance Evaluation” slides.