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GATHERING PERFORMANCE INFORMATION - Coggle Diagram
GATHERING PERFORMANCE INFORMATION
Characteristics of Appraisal Forms
Adaptability
Comprehensiveness
Descriptiveness
Definitional clarify
Relevancy
Communication
Simplicity
Time orientation
Appraisal Forms
Developmental needs, plans, and goals (could be included in a separate form)
Stakeholder input
Developmental achievements (could be included in a separate form)
Major achievements and contributions
Competencies and indicators
Employee comments
Accountabilities, objectives, and standards
Signatures
Basic employee information
Appraisal Period and Number of Meetings
Merit/salary review
Development plan
Classical performance review
Objective setting
Self-appraisal
System inauguration
Determining Overall Rating
Who Should Provide Performance Information?
Self
Subordinates
Customers
Disagreement Across Sources: Is This a Problem?
Peers
Supervisors
A Model of Rater Motivation
The motivation to provide accurate ratings
The motivation to provide accurate ratings is determined by whether the rater expects positive and negative consequences of accurate ratings
Whether the probability of receiving these rewards and punishments will be high if accurate ratings are provided
The motivation to distort ratings
The motivation to distort ratings is determined by whether the rater expects any positive and negative consequences of rating distortion
The probability of experiencing such consequences if ratings are indeed distorted
Preventing Rating Distortion Through Rater Training Programs
Rating inflation
Rating deflation