PERFORMANCE APPRAISAL

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PERFORMANCE APPRAISAL EVALUATION
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APPRAISAL POPULARITY

• Large Organizations 95
• Small Organizations 84
• All Private Organizations 89
• City Governments 76
• State Governments 100

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TQM VIEW OF APPRAISAL

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RESPONSE TO DEMING

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KEYS TO BETTER APPRAISAL

• Increase objectivity
• Improve appraisal interview session
• Emphasize Performance Management

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OBJECTIVITY

• Recommendation 1
• Appraisals should be objective, rational, and
  accurate

• Reality

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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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OBJECTIVITY

• Recommendation
• Appraisals should be objective, rational, and
  accurate

• Reality
• Subjectivity and inaccuracy often dominates the
  appraisal process
• Subjective methods
• Managers unconscious bias/rater errors
• Deliberate manipulation
• Why?
• Impact?
• Overcoming this

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KEYS TO BETTER APPRAISAL

• Increase objectivity
• Improve appraisal interview session
• Emphasize Performance Management

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IMPROVING APPRAISALAPPRAISAL 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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ADVANTAGES OF MBO