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PERFORMANCE APPRAISAL & EVALUATION. APPRAISAL POPULARITY. Large Organizations: 95% Small Organizations: 84% All Private Organizations: 89% City Governments: 76% State Governments: 100%. TQM VIEW OF APPRAISAL. RESPONSE TO DEMING. KEYS TO BETTER APPRAISAL. Increase objectivity

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Appraisal popularity l.jpg
APPRAISAL POPULARITY

  • Large Organizations: 95%

  • Small Organizations: 84%

  • All Private Organizations: 89%

  • City Governments: 76%

  • State Governments: 100%




Keys to better appraisal l.jpg
KEYS TO BETTER APPRAISAL

  • Increase objectivity

  • Improve appraisal interview session

  • Emphasize Performance Management


Objectivity l.jpg

Recommendation 1:

Appraisals should be objective, rational, and accurate

Reality:

OBJECTIVITY


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Scale Orientations

  • Traits

  • Behaviors

  • Results


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SCALE FORMAT

  • Comparative (Comparison among workers)

    • Forced Distribution

    • Rank

    • Paired Comparison

  • Comparison among anchors

    • Forced Choice

  • Graphic Rating Scales (Compare to anchors)

    • BARS

    • BOS (summated scale)

  • MBO


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Common Rater Errors

  • Negative and positive skew (LENIENCY/severity)

  • Halo/Horn

  • Central Tendency (Dilbert)

  • Attribution error

  • Stereotyping (representativeness)

  • First Impression (anchoring)

  • Recency (Dilbert)

  • Contrast Effect

  • Similar/dissimilar to me Effect


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REDUCING RATER ERRORS

  • Memory aids

  • Frame of reference training (rater training)

  • Rater accountability

  • Increased frequency


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Recommendation:

Appraisals should be objective, rational, and accurate

Reality:

Subjectivity and inaccuracy often dominates the appraisal process

Subjective methods

Manager’s unconscious bias/rater errors

Deliberate manipulation

Why?

Impact?

Overcoming this

OBJECTIVITY


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KEYS TO BETTER APPRAISAL

  • Increase objectivity

  • Improve appraisal interview session

  • Emphasize Performance Management


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IMPROVING APPRAISAL:APPRAISAL SESSION

  • Put Employee at Ease

  • Participation

    • Appeal

    • Self-evaluation

  • Performance Focus

  • Sensitivity

    • Tone

    • Positive Feedback

  • Examples

  • Performance plans


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KEYS TO BETTER APPRAISAL

  • Increase objectivity

  • Improve appraisal interview session

  • Emphasize Performance Management


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PERFORMANCE MANAGEMENT

Goal

Setting

Formal

Feedback

Session

Coaching

And feedback

Rate and

Evaluate


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PERFORMANCE MANAGEMENT & MBO

  • Clarify goals/expectations

    • jointly determined

    • cascading

      2. Periodic review and feedback

    • based on input from multiple sources

    • 360 degree feedback

      3. Coaching based on developmental sessions

      4. Performance-based rewards


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IMPLEMENTING MBO

  • Formulate overall objectives

  • Allocate among departments

  • Specific objectives for department members

  • Implement action plans

  • Review progress and provide feedback

  • Provide performance-based rewards



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