Appraisal Error In Performance University
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How To Overcome Performance Appraisal Errors
Jobs A Great Place to Work Forms, Policies & Procedures University Organizational & Professional Development Workplace Improvement Language Translator Return to Skip Menu Main http://smallbusiness.chron.com/9-common-errors-performance-appraisals-39701.html Content Performance Management Evaluation Errors In evaluating performance, it is important to always compare actual performance to the performance standards as determined during the Performance Planning stage. To be fair and objective, a performance evaluation must be based on the employee's job-related behavior, not on the employee's personal traits http://www.hr.vt.edu/compensation/perfmgt/evaluation_errors/ or other factors not related to the job. It is also important to make sure the evaluation is submitted complete with all required signatures and supporting documentation.Common Evaluation ErrorsUsing the evaluation as a corrective action tool:Ratings should never be used to replace a meaningful and detailed performance discussion. The appraisal meeting should not be a disciplinary session. Inappropriate behavior must be dealt with when first observed.Discipline and discussion of performance goals/responsibilities don't work well together. Corrective action should have been addressed earlier.The evaluation is a time to discuss strengths and weaknesses, perhaps assessing how an employee has done in correcting past behavior. However, it isn't the place to raise new disciplinary actions.Excessive leniency:giving a good evaluation hoping a poorly performing employee will "grow into" it"easy" - giving all employees higher ratings than warrantedExcessive severity:"tough" - giving all employees lower ratings than warranted"Opportunity bias":the emplo
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