In Chapter 10 of Noe et al., Managing Employee Performance has many variables, and business managers and HR staff need to know how to design and conduct employee performance appraisals. If you search the internet or think about past employers, the performance rating forms were mostly subjective in nature. The key here is for students to know how to recognize and develop a legally sound, reliable, and valid performance evaluation system that is objective. The more subjective it is, the more that it is open to interpretation, which may enhance the employee’s ability to claim that the rating was unreasonable and/or rated for reasons other than performance.
For this DB block it is going to be completed a little different. While the use of Noe et al. is essential, the main scoring for this block is based upon the the concepts in Chapter 10, how the work is valid, reliable, legal, objective, clarity – how easy is it for the employees to know the expected performance outcomes, and how much the “subjectivity of the evaluation” is removed from the performance rating.
Objectively asks: How does the rater measure results? Does it seek evidence rather than a supervisor’s subjective opinion of performance? Avoid using words such as: usually, generally, “above/below standard” etc. without defining the measurement. For example, what would constitute “above standard” for a professor? For a machinist?
Process and Grading Criteria:
As a reminder, complete work in the textbox rather than linking your work where others have to download to see.
From the job descriiption performed in Week 1, find TWO areas to evaluate an employee by using key performance job tasks, duties, or responsibilities (TDRs) and create a “mini” performance evaluation.
For clarity, you are completing a performance form, not completing one for another person as an annual appraisal. The form must stand alone e.g., anyone who reads it must understand how it works without looking towards another source.
List the Job Title and a short summary of what the person does on the job. This free website www.onetonline.org is a good source to help with the summary if you don’t have it.
Write two performance goals to be evaluated in chart format – insert tables if needed. The two areas are objective sentences that define the expected performance based on but not exactly the TDRs in the job descriiption. There must be a relationship between the two but it is not always practical to have exact wording. Use your professional discretion.
As part of your chart, include a rating system for each performance goal. Additionally, define each section of the rating system. Challenge yourself to see if the wording is more objective than subjective. It might be written as a goal.
Next, separate from the chart, explain how the evaluation works in sentence/paragraph format (instructions for the rater).
In paragraph form, tell us how it meets the conditions set forth in Chapter 10, i.e. how is it reliable, valid, etc.
When responding to peers, post to someone different from in weeks past. Evaluate their performance system by giving positive and constructive feedback. What areas are not clear? What works well? Your ideas to improve?
Please use the following attached file for source
