Exam 10: Performance Management and Appraisal

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The graphic rating scale allows the rater to mark an employee's performance on a continuum indicating low to high levels of a particular characteristic. Because of the straightforwardness of the process, graphic rating scales are common in performance evaluations. Three aspects of performance are appraised using graphic rating scales: descriptive categories (such as quantity of work, attendance, and dependability), job duties (taken from the job description), and behavioral dimensions (such as decision making, employee development, and communication effectiveness). Each of these types can be used for different jobs. How well employees meet established standards is often expressed either numerically (e.g., 5, 4, 3, 2, 1) or verbally (e.g., "outstanding," "meets standards," "below standards"). If two or more people are involved in the rating, they may find it difficult to agree on the exact level of performance achieved relative to the standard in evaluating employee performance. Notice that each level specifies performance standards or expectations to reduce variation in interpretations of the standards by different supervisors and employees. Graphic rating scales in many forms are widely used because they are easy to develop and provide a uniform set of criteria to evaluate the job performance of different employees. However, the use of scales can cause rater error because the form might not accurately reflect the relative importance of certain job characteristics, and some factors might need to be added to the ratings for one employee, while others might need to be dropped. If they fit the person and the job, the scales work well. However, if they fit poorly, managers and employees who must use them frequently might complain about "the rating form." A key point must be emphasized. Regardless of the scales used, the focus should be on the job duties and responsibilities identified in job descriptions. The closer the link between the scales and what people actually do, as identified in current and complete job descriptions, the stronger the relationship between the ratings and the job, as viewed by employees and managers. Also, should the performance appraisal results be challenged legally, the closer performance appraisals measure what people actually do, the more likely employers are to prevail in those legal situations.