Performance Evaluation & Development Planning Flashcards

A manager rates an employee highly on every dimension because the employee excels at client presentations. Which rating error is this?

Answer: Halo effect

The halo effect occurs when one strong trait inflates ratings across unrelated dimensions.

Which practice best reduces recency bias in an annual performance review?

Answer: Keeping an ongoing log of observed behaviors throughout the year

Documenting critical incidents all year gives the evaluator evidence from the full review period, not just recent weeks.

What distinguishes a Behaviorally Anchored Rating Scale (BARS) from a basic graphic rating scale?

Answer: BARS ties each rating point to specific, observable behavioral examples

BARS anchors scale points with concrete behavioral descriptions drawn from critical incidents, improving rating consistency.

Research and best practice suggest 360-degree feedback is most effective when used primarily for what purpose?

Answer: Supporting individual development and self-awareness

When 360 feedback is tied to administrative decisions, raters tend to become less candid, so it works best for development.

A supervisor gives nearly every employee a 3 on a 5-point scale to avoid difficult conversations. This is an example of:

Answer: Central tendency error

Central tendency error clusters ratings around the middle, masking real differences in performance.

In a SMART goal, what does the 'M' require?

Answer: Progress and completion can be quantified or objectively verified

Measurable means there is a clear indicator to track progress and confirm achievement.

What is the primary purpose of a calibration session among managers after ratings are drafted?

Answer: To align rating standards so similar performance receives similar ratings across teams

Calibration reduces rater inconsistency by having managers discuss evidence and apply a shared standard.