GATHERING PERFORMANCE INFORMATION

Which part of the appraisal form involves the employee’s self-assessment and additional feedback?

• Employee Comments

• Competencies and Indicators

• Signatures

• Accountabilities, Objectives, and Standards

Which strategy might be more suitable for subjective evaluation where qualitative feedback is essential?

• Mechanical strategy

• Judgmental strategy

• Quantitative strategy

• Performance-based strategy

Which meeting frequency might not provide sufficient opportunity for supervisor-employee discussions?

• Annual

• Semi-annual

• Quarterly

• Monthly

Which of the following meeting frequencies occurs twice a year?

• Annual

• Semi-annual

• Quarterly

• Bi-monthly

What is the most frequent meeting schedule in the given options that still allows for structured reviews throughout the year?

• Annual

• Semi-annual

• Quarterly

• Bi-weekly
  

Who typically has the most direct knowledge of an employee’s day-to-day performance?

• Customers

• Peers

• Supervisors

• Subordinates

Which group is likely to provide feedback on an employee's teamwork and collaboration skills?

• Supervisors

• Peers

• Customers

• Subordinates

Which of the following sources of feedback is likely to focus on the employee's customer service and satisfaction skills?

• Peers

• Supervisors

• Subordinates

• Customers

What is it called when a supervisor gives higher performance ratings than an employee deserves to avoid conflict or to reward the employee?

• Rating deflation

• Rating inflation

• Objective rating

• Central tendency error

Which of the following refers to the practice of giving lower performance ratings than an employee deserves, often to motivate improvement or due to personal bias?

• Rating inflation

• Rating deflation

• Recency bias

• Leniency error