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WorksheetsAppraisal is Here
Total questions: 27
Worksheet time: 13mins
Name
Class
Date
1.
Which of these factors should be considered when setting performance goals?
a)
Team's Target
b)
Individual's Goals
c)
Organisational Strategy
d)
Career Goals
e)
All of the above
2.
All of these are purposes of the performance management and appraisal process except
a)
Clarity about ongoing job responsibilities
b)
Ongoing, motivational dialogue to understand personal progress
c)
Evaluation of results
d)
Criticism of poorly performing employees
e)
Reflection on development needs
3.
How often should feedback be given by line managers?
a)
Periodically
b)
Once a year
c)
When something goes wrong
d)
Twice a year
e)
Never, as it could be a distraction for the staff
4.
In line with GTBank's Performance Management practice, employees are at liberty to agree or disagree with their manager's assessment of their performance.
a)
true
b)
false
5.
In performance management, a goal is said to be SMART when it is
a)
Simple, Measurable, Achievable, Real, Time-bound
b)
Specific, Modeling, Attainment, Realistic & Timely
c)
Specific, Measurable, Achievable, Realistic, Time-bound
d)
Significant, Measurable, Adaptable, Relevant, Tediuous
e)
Specific, Measurable, Amendable, Reliable, Time-bound
6.
Line managers should cascade goals to their team members/direct reports without their team members' input/discussion
a)
true
b)
false
7.
Employees should be aware of the specific goals for which they will be appraised
a)
true
b)
false
8.
The application on which the Bank's performance management sits is
a)
SAP SF
b)
ProcessMaker
c)
Spur
d)
Oracle eBusiness Suite
e)
Orange Toolbox
9.
What is the Bank's performance appraisal period?
a)
January 1 to December 31
b)
May 1 to June 30
c)
June 1 to May 31
d)
August 1 to September 30
e)
December 1 to January 31
10.
All of these steps should be carried out by a line manager towards conducting an effective performance appraisal except
a)
Criticize employee's personalities or try to change them
b)
Discuss poor performance and state corrective actions
c)
Esure the performance appraisal interview serves as a learning and development plan
d)
Prepare as the rater and give the employee a few days to prepare
e)
Use documentation and prepare some questions to be asked during the performance interview
11.
The following is a benefit of performance appraisal review
a)
It provides adequate feedback to each employee on his or her performance
b)
It identifies areas needing improvement
c)
It increases commitment to the job due to clearer and shared expectations
d)
It increases commitment to the department or unit through appreciation of the importance of shared contributions
e)
All of the above
12.
In terms of frequency, how many months into a new hire's probationary period is he supposed to have a one-on-one session with his line manager?
a)
2 months
b)
6 months
c)
3 months
d)
1 month
e)
5 months
13.
All of these determine eligibility to participate in performance appraisals except
a)
Having SMART goals
b)
Having evidence of continuous perfomance reviews
c)
Having evidence of one-on-one meetings
d)
Having been appraised a previous year
e)
None of the above
14.
Where should negative feedback be delivered to an employee by a manager?
a)
In front of other employees
b)
In a meeting between the employee and the line manager only
c)
After work in a setting with just the manager, employee and customer
d)
Anywhere
e)
via SMS
15.
What is the performance rating scale used in GTBank?
a)
A, B, C, D, E
b)
A*, A, B+, B, C, D
c)
A*, B*, C*, D*
d)
A+,B+,C+,D
e)
All of the above
16.
The distinctive features of continuous performance management include
a)
SMART goals, regular check in conversations & coaching on performance and personal development
b)
Periodic conversations, stretch goals & development
c)
Progressive goals, self-reflection & periodic meetings
d)
Progressive goals and quarterly meetings
e)
All of the above
17.
What is the main objective of the Performance Improvement Plan (PIP)?
a)
To correct the attitude of an employee
b)
To punish an employee
c)
To address performance deficiencies identified through the Performance Management Process
d)
To make the KPI of the employee tougher to achieve
e)
All of the above
18.
What are the steps to be taken before a line manager can request to place an employee on the Performance Improvement Plan (PIP)?
a)
The manager must show evidence of poor performance on the part of the employee
b)
The manager must have documented employee's poor performance on SAP SF over a period
c)
Option 1 only
d)
Options 1 & 2
e)
None of the above
19.
What are the steps to closing out goals?
a)
Hold a one on one session with your former/outgoing line manager
b)
Update percentage of completion to show the status of each goal
c)
Line managers and employee to sign off on the printed goal document
d)
Line Manager is to assess each KPI using % as a rating parameter
e)
All of the above
20.
Why should I update my goal status on SAP before appraisal?
a)
It helps to track and monitor performance thus eliminating recency factor
b)
To set and plan milestones
c)
To project the target for the set goal
d)
To communicate effectivelty
e)
To avoid sanctions
21.
What should be the total weight of all goals on SAP SF?
a)
Minimum of 100%
b)
50%
c)
100%
d)
200%
e)
100% on each goal
22.
What are the parameters to indicate how far you have achieved on your goals?
a)
Complete: 100% & Above
On Track: 75% - 99%
In Progress: 55% - 74%
Behind: 0% - 54%
On Track: 75% - 99%
In Progress: 55% - 74%
Behind: 0% - 54%
b)
Complete: 95% & Above
On Track: 75% - 94%
In Progress: 65% - 74%
Behind: 0% - 64%
On Track: 75% - 94%
In Progress: 65% - 74%
Behind: 0% - 64%
c)
Complete: 75% & Above
On Track: 50% - 74%
In Progress: 65% - 74%
Behind: 0% - 64%
On Track: 50% - 74%
In Progress: 65% - 74%
Behind: 0% - 64%
d)
On Track: 50% - 74%
In Progress: 65% - 74%
Behind: 0% - 64%
Cancelled: 100% & above
On Track: 50% - 74%
In Progress: 65% - 74%
Behind: 0% - 64%
Cancelled: 100% & above
e)
On Track: A
In Progress: B
Behind: 0% - B+
Cancelled: C
On Track: A
In Progress: B
Behind: 0% - B+
Cancelled: C
23.
I redeployed from one team/business unit to another and worked longer in my previous team. Who will be my main appraiser under this current dispensation?
a)
My Divisional/Group Head
b)
My current line manager
c)
My team member
d)
Human Resourses Group
e)
My previous line manager
24.
Why should I close out my goals with my former line manager?
a)
So that my curent supervisor gives a fair and objective rating during appraisal
b)
To know how I performed in the former team
c)
So my contribution to the Bank’s strategic objective in my previous business unit will count during my performance appraisal
d)
Because my performance appraisal will be completed by my current line manager
e)
All of the above
25.
Is my line manager allowed to show me my appraisal score during the feedback session?
a)
YES
b)
NO
26.
How should a line manager give negative feedback to an employee?
a)
a. Be mean
b. Send negative feedback by mail
c. Stockpile negative feedback
d. In front of colleagues
e. Ignore employee's feedback
b. Send negative feedback by mail
c. Stockpile negative feedback
d. In front of colleagues
e. Ignore employee's feedback
b)
a. In private
b. Be specific
c. Be timely
d. Give chance for response
e. Follow up
b. Be specific
c. Be timely
d. Give chance for response
e. Follow up
c)
a. At the end of appraisal year
b. Be professional
c. In presence of management
d. Through private chat
e. By not raising your voice
b. Be professional
c. In presence of management
d. Through private chat
e. By not raising your voice
d)
a. Confront the employee
b. Send negative feedback by mail
c. Discuss growth opportunity
d. Follow up only if interested
e. Discuss it with another employee
b. Send negative feedback by mail
c. Discuss growth opportunity
d. Follow up only if interested
e. Discuss it with another employee
e)
None of the above
27.
What is the "sandwich" feedback method
a)
It involves criticizing the employee, then handing them a sandwich
b)
It is when the feedback sesson is carried out over breakfast
c)
It suggests that managers sandwich negative comment between two pieces of positive feedback
d)
It involves giving negative feedback only
e)
All of the above
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