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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
APPRAISAL POPULARITY
  • Large Organizations: 95%
  • Small Organizations: 84%
  • All Private Organizations: 89%
  • City Governments: 76%
  • State Governments: 100%
keys to better appraisal
KEYS TO BETTER APPRAISAL
  • Increase objectivity
  • Improve appraisal interview session
  • Emphasize Performance Management
objectivity
Recommendation 1:

Appraisals should be objective, rational, and accurate

Reality:

OBJECTIVITY
scale orientations
Scale Orientations
  • Traits
  • Behaviors
  • Results
scale format
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
common rater errors
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
reducing rater errors
REDUCING RATER ERRORS
  • Memory aids
  • Frame of reference training (rater training)
  • Rater accountability
  • Increased frequency
objectivity1
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
keys to better appraisal1
KEYS TO BETTER APPRAISAL
  • Increase objectivity
  • Improve appraisal interview session
  • Emphasize Performance Management
improving appraisal appraisal session
IMPROVING APPRAISAL:APPRAISAL SESSION
  • Put Employee at Ease
  • Participation
    • Appeal
    • Self-evaluation
  • Performance Focus
  • Sensitivity
    • Tone
    • Positive Feedback
  • Examples
  • Performance plans
keys to better appraisal2
KEYS TO BETTER APPRAISAL
  • Increase objectivity
  • Improve appraisal interview session
  • Emphasize Performance Management
performance management
PERFORMANCE MANAGEMENT

Goal

Setting

Formal

Feedback

Session

Coaching

And feedback

Rate and

Evaluate

performance management mbo
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

implementing mbo
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