Communicate –Reason for evaluating performance Process of performance evaluation Who evaluates...

• Communicate – Reason for evaluating performance• Process of performance evaluation

• Who evaluates performance • Method of performance evaluation

• Communicate results to employee (role play)

When Giving Performance Feedback

• Reward Performance

• Change performance

• Justify Hiring

• Justify Termination

Why Evaluate Performance?

• Reward Performance • Salary increases & other reinforcement • Promotion

• But…those performing well at lower level may not perform as well at the upper level if job demands are different

• Change performance• Provide feedback to improve• Provide & Justify Training

• Validate Training• More on validation next….


• Justify Hiring• Validate selection instruments

• Learning Check • What is a selection instrument?• How would you validate a selection instrument?

• Justify Termination – Some union contracts may prohibit this


Process of Performance EvaluationWho evaluates performance?

Each perspective has limitations

• Supervisors • Judge employee contribution to the

organization• Judge outcome of behavior (aka

performance)• But…employees can behave differently

around supervisors

Who Evaluates Performance?

• Peers – Can observe employee’s behaviors • Are reliable when peers are similar to & know

employee• Correlate .34 with supervisor’s ratings


• Subordinate ratings• Most common in teacher-student context

• Are validity & reliable (Marsh)• Are they biased against visible minority professors?

(Radhakrishnan study, in progress)

• Not used in other contexts due to fear of backlash

• Correlate highly with upper management’s ratings


• Self-Evaluation• Leniency is reduced upon providing

information on• Standards• Social comparison • Performance (e.g., feedback, Radhakrishnan et al, 1996)

• Leniency is less in collectivistic cultures


• C24 overcomes limitations of each evaluator’s perspective by obtaining– Self & supervisory evaluations of

participation • Elaborate How

– Judgments of behavior & evaluations of outcomes of behavior in presentation

• Elaborate How


Learning Check

• Communicate – Why evaluate performance• Process of performance evaluation

• Who evaluates performance? – Training evaluators


• Validity of ratings increased with• Awareness of errors• Knowledge of how to avoid errors

Training Evaluators

• Frame of reference training is best because it• Provides raters with job-related info• Enables practice with rating• Provides examples of expert ratings &

rationale behind them• C24 professor conducts frame of reference

training with TAs• Future Possibilities

Training Evaluators

• Process of performance evaluation• Who evaluates performance • Method of performance evaluation


• Importance of method illustrated by meta analytic study of age & performance – What is a meta analysis?

– Identify two contradictory hypotheses of the relation between age and performance

– Give explanations for each hypothesis

Method of performance evaluation

Some factors affecting performance

• Finding – Positive correlation between age &

objective measures

– Negative correlation between age and subjective measures

• Implication: – Some measures susceptible to

stereotypes

Meta analytic study of age & performance

• Communicate….– Reason for Performance evaluation– Process of performance evaluation

– Who evaluates performance? – Method of performance evaluation

• Communicate results to employee (role play, next week)


Communicate –Reason for evaluating performance Process of performance evaluation Who evaluates...

Documents

Transcript of Communicate –Reason for evaluating performance Process of performance evaluation Who evaluates...