Term
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Definition
| Tendency of observers to underestimate role of situational factors and for actors to overestimate their role for less than perfect performance. |
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Term
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Definition
| Tendency to insufficiently alter initial judgment away from some starting point when new information is received. |
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Term
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Definition
| People tend to mistake the ease with which a category of outcomes can be recalled as an indication of its frequency of occurrence relative to other categories. |
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Term
| Behavior-based approach (to measuring performance) |
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Definition
| Defines performance as the specific behaviors that lead to success on the job. |
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Term
| Behaviorally anchored rating scales (BARS) |
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Definition
| BARS are graphic rating scales with specific behavioral description defining various points along the scale for each dimension. |
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Term
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Definition
| Process of gauging internal practices to external reference. |
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Term
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Definition
| Ratings tend to be at the center of the scale regardless of employee performance. |
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Term
| Comparisons among performance level anchors or standards |
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Definition
| Compare anchors/standards for each job activities and select the one that fit the level of performance for each ratee. E.g. Forced Choice |
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Term
| Comparisons among ratee's performances |
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Definition
| Comparing ratees to each other through ranking, paired comparisons, or forced distribution. |
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Term
| Comparisons of individuals' performance to performance level anchors |
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Definition
| Compare each ratee's performance to each anchor, then rate: the degree that performance matches the anchors (e.g., BARS, MBO), or the frequency that performance matches the anchors (e.g., summated rating scales) |
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Term
| Criteria for assessing performance |
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Definition
| Quantity, Quality, Timeliness, Cost-effectiveness, Need for supervision, Interpersonal Impact |
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Term
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Definition
| Communication of appraisal results to ratees |
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Term
| Frame of Reference Training |
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Definition
| Program designed to reduce unintentional rating error. |
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Term
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Definition
| Requires the rater to compare several performance statements and select one (or more) as the most descriptive for a job activity. |
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Term
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Definition
| Usually persents the rater with a limited number of categories and requires the rater to place a designated portion of the ratees into each category. |
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Term
| Fundamental attribution error |
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Definition
| Tendency to attribute observed behaviors or outcomes to the disposition of the person being observed while underestimating the causal role of factors beyond the control of the performer. |
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Term
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Definition
| Scale that uses adjectives or numbers as anchors but the descriptive detail of the anchors differs widely. |
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Term
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Definition
| Allows the rating of one dimension for an employee to influence ratings of other dimensions. |
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Term
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Definition
| The extent to which independent raters agree on an evaluation |
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Term
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Definition
| Ratings are generally at the high of the scale regardless of actual performances |
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Term
| Management by objectives (MBO) |
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Definition
| Calls for comparison between specific, quantifiable target and the actual results achieved by an employee. |
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Term
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Definition
| Require the rater to compare all possible pairs of ratees on "overall performance" or some other standard. |
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Term
| Performance Distribution Assessment |
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Definition
| Rating method that incorporates measurement of situational constraints |
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Term
| Performance level anchors |
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Definition
| Brief descriptions of levels of performance (sometimes referred to as "descriptors") |
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Term
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Definition
| Automated monitoring of employee performance |
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Term
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Definition
| Customer defines level of performance and then rates how frequently the ratee met that level of performance in the context of all times that they had an opportunity to do so. |
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Term
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Definition
| The tendency to make judgments about people (or their performance) on the basis of their similarity to people who exhibited prominent or memorable levels on the attributes being judged. |
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Term
| Results-based approach (to measuring performance) |
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Definition
| Defines performance as the outcomes of values to organization |
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Term
| Three hundred and sixty degree appraisal |
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Definition
| The use of multiple, qualified raters, including supervisors, self, peers, subordinates, and customers. |
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Term
| Trait-based approach (to measuring performance) |
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Definition
| Defines performance as the quality/characteristics that determine success on the job. |
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Term
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Definition
| Errors committed because rater lacks the necessary skills to make accurate ratings. |
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