Professional Documents
Culture Documents
TERMINOLOGY
Checklist appraisals – a performance appraisal formant that requires the rater to check items
most representative of the employee’s characteristics and work contributions
Essay appraisal – a performance appraisal format that rates the employee’s job performance in a
narrative discussion
Graphic rating scale – a format used to rate performance on a continuum of scale points
Management by objectives – a performance appraisal system that sets organizational goals and
measures actual accomplishments against them
Performance appraisal – Formal, written assessment of employee work contributions and the
communication that takes place with employees before, during, and after the assessment. Process
by which an organization measures and evaluates an individual’s behavior and accomplishments.
Traits – traits such as leadership, judgment, initiative and dependability are positively
correlated with job performance but may be difficult to measure
Rating scale – a graphic scale where the performance level is marked (ex: Poor –
Average – Good – Very Good – Excellent)
Behavior checklists – a list of descriptive statements defining specific aspects of the job
360 degree feedback – employees are rated by peers, team members, subordinates, and
supervisors
Recency – raters recalls recent event rather than summation of event in entire rating
period
Halo effect – occurs when a rater rates an employee high or low on all items because of
one characteristic
Central tendency or constant error – reluctance of the rater to rate at either end of the
spectrum but to rate the employee average or satisfactory
Similar-to-me effect – rating of employee with similar attributes higher that justified by
performance
Contrast effect – rater compares an individual’s performance with others when it should
be an individual performance
Stereotyping - a tendency to judge individuals on the basis of perceptions about the group
Training raters to
o Coach subordinates
o Adjust expectations
o Listen effectively
Reviewing results
Adverse impact
Disparate treatment
Lack of objectivity
Inconsistent standards