Performance Evaluation

Copyright 2005 David A. Wheeler, Ph.D., ACMT D@RelaxNow.Org   Last updated 06/30/05 09:42 PM

Performance Appraisal

Reason

Sources

  • Supervisor
  • Coworker
  • Peers
  • Self
  • Customers/Subordinates
  • HR
  • Upper management
  • 360 Degree Feedback

 

Biases

  • Central Tendency Error
  • Halo Effect
  • Horn Effect
  • Leniency error
  • Harshness error
  • Personal Bias error (Prejudice or Stereotyping)
  • Recency of Events

Training

  • Psychometric Training: Error Awareness
  • Frame of reference
    • Explaining the concept of performance
    • Understanding the meaning of the anchors
    • Practice evaluations

Performance Information

  • Objective
    • Production
    • Personnel
  • Judgmental

Assignment: Make a Rating Scale (10 items) using this scale:

7 - Outstanding
6 - Excellent
5 - Very Good
4 - Good
3 - Satisfactory
2 - Poor
1 - Unacceptable

 

Send mail to CompanyWebmaster with questions or comments about this web site.
Copyright 2005 CompanyLongName
Last modified: 10/04/05