Performance Evaluation and Appraisal Flashcards
7 cards from real CODESP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Performance Evaluation and Appraisal flashcards as text
In a forced distribution appraisal system, what is the most common criticism raised by employees and unions?
Answer: High-performing teams are penalized because a fixed percentage must be rated low
Forced distribution mandates that a set percentage fall into lower categories regardless of actual team performance, creating arbitrary distinctions in strong workgroups.
When designing a performance appraisal instrument for a public agency, which step should come FIRST?
Answer: Completing a job analysis to identify critical duties and standards
The appraisal instrument must be anchored in a job analysis to ensure all rated competencies and duties are job-relevant and legally defensible.
Which of the following is a characteristic of an effective performance standard?
Answer: It describes a measurable, observable level of acceptable performance
Effective performance standards must be specific, measurable, and tied to observable behavior or outcomes to provide clear guidance and legal defensibility.
An employee disagrees with their performance appraisal in a civil service system. What is the typical first step in the appeal process?
Answer: Submitting a formal written response or rebuttal to be attached to the appraisal
Most civil service systems allow employees to attach a written rebuttal to their appraisal as the first internal remedy before escalating to a formal appeal.
Supervisor leniency error in performance appraisals results in:
Answer: Ratings that are artificially inflated above actual performance levels
Leniency error occurs when supervisors rate employees higher than their actual performance warrants, often to avoid conflict or negative reactions.
Which of the following BEST supports the content validity of a performance appraisal instrument?
Answer: Basing rated dimensions directly on duties identified through a formal job analysis
Content validity requires that the appraisal covers the actual domain of job duties and competencies as defined by a rigorous job analysis.
According to best practices in public sector HR, how frequently should formal performance appraisals be conducted for permanent employees?
Answer: At minimum annually, with interim check-ins recommended
Annual appraisals are the minimum standard, but best practices recommend supplementing them with regular check-ins to prevent year-end surprises.