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VI. GATHERING PERFORMANCE INFORMATION - Coggle Diagram
VI. GATHERING PERFORMANCE INFORMATION
APPRAISAL FORMS
Developmental achievements (could be included in a separate form)
Developmental needs, plans, and goals (could be included in a separate form)
Major achievements and contributions
Stakeholder input
Competencies and indicators
Employee comments
Accountabilities, objectives, and standards
Signatures
Basic employee information
CHARACTERISTICS OF APPRAISAL FORMS
Adaptability
Comprehensiveness
Descriptiveness
Definitional clarity
Relevancy
Communication
Simplicity
Time orientation
DETERMINING OVERALL RATING
Two main strategies are used
Judgmental
Mechanical
APPRAISAL PERIOD AND NUMBER OF MEETINGS
Most organizations adopt one of two possibilities
The appraisal forms are completed towards the end of the fiscal year
The appraisal form could be completed on or around the annual anniversary date
Six formal meetings between
the subordinate and the supervisor
Self-appraisal
Classical performance review
Merit/salary review
Development plan
System inauguration
Objective setting
WHO SHOULD PROVIDE
PERFORMANCE INFORMATION?
Subordinates
Self
Peers
Customers
Supervisors
Disagreement across sources: Is this a problem?
A MODEL OF RATER MOTIVATION
Some reasons for the supervisor may also be motivated to provide ratings that are artificially deflated
Shock an employees
Teach a rebellious employee a lesson
Send a message to the employee that he should consider leaving
Build a strongly documented, written record of poor performance
A supervisor may be motivated to provide inflated ratings
Avoid confrontation with employees
Promote undesired employees out of unit
Avoid creating a written record
Encourage employees
Maximize the merit raise/rewards
Make the manager look good to his/her supervisor
PREVENTING RATING DISTORTION THROUGH RATER TRAINING PROGRAMS
Training programs may cover the following topics
How to identify and rank job activities
How to observe, record, and measure performance
Reasons for implementing the performance management system
Information on the appraisal form and system mechanics
How to minimize ratings errors
How to conduct an appraisal interview
How to train, counsel, and coach