1. Communicate –Reason for evaluating performance Process of performance evaluation Who evaluates performance Method of performance evaluation Communicate results to employee (role play) When Giving Performance Feedback

2. Reward Performance Change performance Justify Hiring Justify Termination Why Evaluate Performance?

3. Reward Performance Salary increases & other reinforcement Promotion But…those performing well at lower level may not perform as well at the upper level if job demands are different Change performance Provide feedback to improve Provide & Justify Training Validate Training More on validation next…. Why Evaluate Performance?

4. Justify Hiring Validate selection instruments Learning Check What is a selection instrument? How would you validate a selection instrument? Justify Termination –Some union contracts may prohibit this Why Evaluate Performance?

5. Process of Performance Evaluation Who evaluates performance? Each perspective has limitations

6. Supervisors Judge employee contribution to the organization Judge outcome of behavior (aka performance) But…employees can behave differently around supervisors Who Evaluates Performance?

7. Peers –Can observe employee’s behaviors Are reliable when peers are similar to & know employee Correlate.34 with supervisor’s ratings Who Evaluates Performance?

8. Subordinate ratings Most common in teacher-student context Are validity & reliable (Marsh) Are they biased against visible minority professors? (Radhakrishnan study, in progress) Not used in other contexts due to fear of backlash Correlate highly with upper management’s ratings Who Evaluates Performance?

9. Self-Evaluation Leniency is reduced upon providing information on Standards Social comparison Performance (e.g., feedback, Radhakrishnan et al, 1996) Leniency is less in collectivistic cultures Who Evaluates Performance?

10. C24 overcomes limitations of each evaluator’s perspective by obtaining –Self & supervisory evaluations of participation Elaborate How –Judgments of behavior & evaluations of outcomes of behavior in presentation Elaborate How Who Evaluates Performance? Learning Check

11. Communicate –Why evaluate performance Process of performance evaluation Who evaluates performance? –Training evaluators When Giving Performance Feedback

12. Validity of ratings increased with Awareness of errors Knowledge of how to avoid errors Training Evaluators

13. Frame of reference training is best because it Provides raters with job-related info Enables practice with rating Provides examples of expert ratings & rationale behind them C24 professor conducts frame of reference training with TAs Future Possibilities Training Evaluators

14. Process of performance evaluation Who evaluates performance Method of performance evaluation When Giving Performance Feedback

15. Importance of method illustrated by meta analytic study of age & performance –What is a meta analysis? –Identify two contradictory hypotheses of the relation between age and performance –Give explanations for each hypothesis Method of performance evaluation

16. Some factors affecting performance

17. Finding –Positive correlation between age & objective measures –Negative correlation between age and subjective measures Implication: –Some measures susceptible to stereotypes Meta analytic study of age & performance

18. Communicate…. –Reason for Performance evaluation –Process of performance evaluation –Who evaluates performance? –Method of performance evaluation Communicate results to employee (role play, next week) When Giving Performance Feedback