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
Which type of performance appraisal method involves collecting evaluative input from supervisors, peers, subordinates, and self-ratings?
Answer: 360-degree feedback
360-degree feedback gathers input from multiple sources in the employee's work environment to provide a comprehensive view of performance.
When setting performance standards for a classification, CODESP guidelines emphasize that standards should be SMART. What does the 'M' in SMART stand for?
Answer: Measurable
Measurable standards allow objective assessment of whether and to what degree the performance expectation has been met.
A supervisor consistently rates all employees as 'meets expectations' to avoid conflict. This is an example of which rating error?
Answer: Central tendency error
Central tendency error occurs when a rater avoids extreme ratings and clusters all evaluations near the midpoint of the scale.
An agency's appraisal form includes the dimension 'attitude.' Why do job analysis experts generally recommend against including such broadly defined, trait-based dimensions?
Answer: They are difficult to observe objectively, increasing subjectivity and potential for bias
Vague traits like 'attitude' cannot be directly observed or defined consistently, making ratings arbitrary and vulnerable to legal challenge.
In a Management by Objectives (MBO) appraisal system, performance is evaluated primarily based on:
Answer: Achievement of mutually agreed-upon goals set at the beginning of the rating period
MBO evaluates whether the employee achieved the specific, pre-established objectives negotiated with the supervisor at the start of the cycle.
Which scenario best illustrates the 'contrast effect' rating error?
Answer: A supervisor rates a mediocre employee higher than warranted because the previous employee reviewed was exceptionally poor
The contrast effect occurs when an employee's rating is unduly influenced by comparison to other employees rated immediately before or after, rather than to objective standards.
Which action is considered a best practice when delivering a performance appraisal to an employee who will receive an overall 'below expectations' rating?
Answer: Conduct ongoing feedback throughout the year so the rating is not a surprise during the formal review
Ongoing coaching and feedback throughout the year ensure the formal appraisal reflects a continuous, well-documented performance dialogue rather than a surprise judgment.