Effective Supervisory Practices p132-135

The purpose of an annual performance evaluation is to:

• Assess employee performance and provide feedback

• Increase employee salary automatically

• Terminate underperforming employees

• Promote all employees

During the evaluation process, it is important to focus on performance and results based on objective evidence. True or False?

• True

• False

In cases where goals were not met during the evaluation process, what should be done?

• Re-evaluate the goals and strategies

• Ignore the unmet goals

• Punish the responsible individuals

• Celebrate the effort regardless of outcome

Which of the following is NOT a typical evaluation factor mentioned in the text?

• Quality

• Quantity

• Timeliness

• Creativity

The central tendency effect in performance evaluations refers to:

• A bias where evaluators rate most employees as average.

• A method of evaluating performance based on extremes.

• A technique to improve employee performance.

• A strategy to identify top performers.

Which error occurs when a supervisor rates an employee based on a recent event and disregards the rest of the evaluation period?

• Recency error

• Halo effect

• Leniency error

• Central tendency error

The halo or horn effect in performance evaluations refers to:

• A cognitive bias where one trait influences the perception of other traits.

• A method of evaluating performance based on objective criteria.

• A strategy to improve employee performance through feedback.

• A system of rewards and punishments to motivate employees.

Personal bias in the context of performance evaluations is:

• A fair and objective assessment of an employee's performance.

• An evaluation based on personal feelings or opinions rather than facts.

• A systematic approach to measuring employee productivity.

• A method to ensure equal opportunities for all employees.

Which of the following is a common performance evaluation error?

• A) Central tendency effect

• B) Recency factor

• C) Halo or horn effect

• D) All of the above

Discuss what the employee(s) think the factors mean and what you think the factors mean. How do the factors apply to the employee(s) or team? Are there exceptions to how they are applied?

• The factors are universally applicable without exceptions.

• The factors are interpreted differently by employees and management.

• The factors do not apply to any employee or team.

• The factors are only relevant to management.