The document discusses strategies to ensure accuracy and fairness in performance appraisals. It identifies 8 key strategies: 1) develop self-awareness of one's own biases, 2) consult with others frequently, 3) gather data appropriately, 4) keep accurate records, 5) assess both strengths and areas for improvement, 6) include self-appraisals from employees, 7) guard against common assessment pitfalls like halo effects, and 8) be aware of biases like the Matthew effect. The overall goal of performance appraisals should be employee growth, not just satisfying regulations.
2. At the end of the presentation, the graduate students will be able
to:
1. Identify the different strategies to ensure accuracy and
fairness in performance evaluation.
2. Apply the different performance evaluation strategies in the
workplace.
3. Evaluate the different strategies in terms of applicability in our
work setting.
3. Performance Appraisal
• Can be used to develop employee’s potential, to assist
the employee in overcoming difficulties that he or she
has in fulfilling the job’s role, to point out strengths of
which may not be aware of and to aid the employee in
setting goal. (Marquis, B. and Huston, C., 2012)
4. Strategies that will assist the manager in
arriving with a fairer and more accurate
assessment:
1. The appraiser should develop an awareness of
his or her own biases and prejudices.
2. Consultation should be sought frequently.
5. Strategies that will assist the manager in
arriving with a fairer and more accurate
assessment:
3. Data should be gathered appropriately.
4. Accurate record keeping is another critical part
of ensuring accuracy and fairness in the
performance appraisal.
When ongoing anecdotal notes are not maintained
throughout the evaluation period, the appraiser is apt to
experience the recency effect, where recent issues are
weighed more heavily than past experiences.
6. Strategies that will assist the manager in
arriving with a fairer and more accurate
assessment:
5. Collected assessments should contain positive
examples of growth and achievement and areas
where development is needed.
6. Some efforts must be made to include the
employee’s own appraisal of his or her own
work.
7. Strategies that will assist the manager in
arriving with a fairer and more accurate
assessment:
7. The appraiser needs to guard against three
common pitfalls of assessment: the halo effect,
the horns effect and central tendency.
8. Reviewers need to guard against a bias known
as the Matthew effect.
8. Summary
1. Develop Self –awareness
2. Consult others
3. Gather data appropriately
4. Keep record accurately
5. Assess strengths and areas for improvement
6. Self-appraisal by the employee
7. Guard oneself with the common pitfalls of assessment
8. Guard against bias known as Matthew effect
9. “A performance appraisal is a
waste of time if it is merely an
excuse to satisfy regulations and
the goal is not employee growth”.
10. Reference
• Marquis, B. & Huston, C., (2012) Leadership Roles and Management
Function – Theory and Application, Lippincott Williams & Wilkins, 7th
ed.
Notas del editor
A tool to evaluate employee’s strengths and opportunities for improvement with the goal to assist the employee to grow professionally.
1. This Helps to guard against subjective attitudes and values influencing the appraisal.
2. Another manager should be consulted when a question about personal bias exist and in may other situations. For example, it is very important that new managers solicit assistance and consultation when they complete their first performance appraisals. Even experienced may need to consult with others when an employee is having great difficulty fulfilling the duties of the job. Consultations must also be used when employees work several shifts so that information can be obtained from all the shift supervisors.
Many different sources should be consulted about employee performance, and the gathered data needs to reflect the entire time period of the appraisal.
3. Frequently, managers gather data and observe an employee just before completing the appraisal, which gives an inaccurate picture of performance. Because all employees have periods when they are less productive and motivated, data should be gathered systematically and regularly.
4. Information about subordinate performance (both positive and negative ) should be recorded and not trusted to memory. The recording of both positive and negative performance behavior throughout the performance period is often called critical incident recording. The manager should make a habit of keeping notes about observations, other comments and his or her periodic review of charts and nursing care plan. Taking regular notes on employee performance is a way to avoid the recent effect, which favors appraisal of recent performance over less recent performance during the evaluation period.
5. Nothing delights employees more than discovering that their immediate supervisor is aware of their growth and accomplishments and can cite specific instances in which good clinical judgment was used. Too frequently, collected data concentrate on negative aspects of performance.
6. Self-appraisal may be performed in several appropriate ways. Employees can be instructed to come to the appraisal interview with some informal thoughts about their performance, or they can work with their managers in completing a joint assessment. One advantage of Management by Objectives – is the use of personalized goals to measure individuals performance – is the manner in which it involves the employee in assessing his or her work performance and in goal setting.
7. The halo effect occurs when the appraiser lets one or two positive aspects of the assessment or behavior of the employee unduly influence all other aspects of the employee’s performance. The horns effect happens when the appraiser allows some negative aspect of the employee’s performance to influence the assessment to such an extent that other levels of job performance are not accurately recorded. The Manager that falls into the central tendency trap is hesitant to risk true assessment and therefore rates all employees as average. This appraiser behaviors lead employees to discount the entire assessment of their work.
8. The Matthew effect is said to occur when employees receive the same appraisal results, year after year. Those who performed well early in their employment are likely to do well. Those who struggled will continue to struggle. Often the Matthew effect is compared to the adage “ the rich gets richer and the poor get poorer”. Thus, past appraisals prejudice an employee’s future attempts to improve.