Performance Appraisal - Muchinsky

Important points from Muchinsky
Performance Appraisal

Performance Appraisal Defined
• Systematic review and evaluation of employee’s job performance and the delivery of performance feedback
• Uses:
– Personnel Decisions – promoting, firing
– Developmental Purposes – Identify strengths and weaknesses – coaching
– Documentation – provide line of legal defense against lawsuits

• Theory of Person Perception
Framework of inputs, processes, and outputs (describe Figure 2)

Performance Appraisal Implications
• Poorly designed systems result in very negative consequences
– Wrong people get promoted or fired
– Employees feel treated unfairly and behave accordingly
– Outcomes include: low motivation, low commitment to organization, counterproductive behaviors, job dissatisfaction, etc.
– Legal suits
I/O and Performance Appraisal
• I/O psychologists especially well-suited to be involved in PA because of training:
– Measurement expertise
– HR knowledge
– Organizational   psychology
• Performance management: a system of individual performance improvement includes
– goal setting
– coaching/feedback
– PA
– Developmental planning
Rating Formats: Overview
• Various ways to conduct appraisals
– Graphic Rating Scales
– Behaviorally Anchored Rating Scales (BARS)
– Checklists
– Employee Comparison Procedures

Graphic Rating Scales
• Scales consisting of a number of traits or behaviors that the rater must judge based on how much the ratee possesses or based on where the employee falls on this dimension regarding expectations
• Dependability:
BARS
• Behaviorally Anchored Rating Scale
• Five steps in the development:
– Identification of important performance dimensions
– Generation of behavioral example (Critical Incidents) at all levels of effectiveness
– Retranslation of CIs back into dimensions
– Rating of each CI on effectiveness
– Choose items with behavioral anchors
• Strength and Weakness – very elaborate so takes much time and...