ALA Evaluation Structure & Content 2 — Questions and Answers
Question 1: Which type of performance evaluation method requires evaluators to rank all employees from best to worst relative to each other?
- Forced ranking (Correct answer)
- Behaviorally Anchored Rating Scale (BARS)
- Management by Objectives (MBO)
- 360-degree feedback
Correct answer: Forced ranking
Forced ranking requires managers to rank all employees against one another rather than against a fixed standard.
Question 2: In a legal management context, what is the primary purpose of including self-assessment in the performance evaluation process?
- To reduce the evaluator's workload
- To provide employee perspective and promote self-reflection (Correct answer)
- To replace supervisor input with employee input
- To satisfy regulatory compliance requirements
Correct answer: To provide employee perspective and promote self-reflection
Self-assessments give employees an opportunity to reflect on their own performance and provide their perspective before the formal review.
Question 3: When designing evaluation criteria for legal support staff, which approach best ensures job-relatedness?
- Using generic competency frameworks from HR textbooks
- Basing criteria on a thorough job analysis for each role (Correct answer)
- Copying criteria from peer law firms
- Using criteria suggested by supervising attorneys only
Correct answer: Basing criteria on a thorough job analysis for each role
A job analysis identifies the specific duties, responsibilities, and competencies required for a role, ensuring evaluation criteria are directly tied to actual job requirements.
Question 4: Which evaluation error occurs when a supervisor allows one outstanding trait to positively influence ratings across all other performance dimensions?
- Recency bias
- Central tendency error
- Halo effect (Correct answer)
- Leniency error
Correct answer: Halo effect
The halo effect happens when an evaluator's positive impression in one area unfairly inflates ratings in unrelated areas.
Question 5: A law firm administrator wants to evaluate paralegals on both technical skills and interpersonal competencies. Which evaluation structure best accommodates this dual focus?
- A single overall rating scale
- A weighted multi-dimensional rating form (Correct answer)
- An open-ended narrative format only
- A peer-only review process
Correct answer: A weighted multi-dimensional rating form
A weighted multi-dimensional form allows separate ratings for technical and interpersonal dimensions, with weights reflecting their relative importance to the role.
Question 6: Under which legal doctrine can an employer be held liable if evaluation criteria disproportionately screen out a protected class without business justification?
- Disparate treatment
- Disparate impact (Correct answer)
- Respondeat superior
- Constructive discharge
Correct answer: Disparate impact
Disparate impact theory holds that neutral policies or criteria can be unlawful if they have a disproportionate adverse effect on a protected group without justification.
Question 7: What is the primary advantage of using behavioral examples in performance evaluations rather than trait-based descriptors?
- They require less preparation time for supervisors
- They provide objective, observable evidence that reduces subjectivity (Correct answer)
- They are easier to understand for employees without HR backgrounds
- They eliminate the need for documentation
Correct answer: They provide objective, observable evidence that reduces subjectivity
Behavioral examples anchor ratings in specific, observable actions rather than subjective personality traits, improving reliability and defensibility.
ALA Evaluation Structure & Content 2
Which type of performance evaluation method requires evaluators to rank all employees from best to worst relative to each other?