Performance Management Flashcards
7 cards from real APHR 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 Management flashcards as text
Which of the following actions is MOST important when implementing a new performance management system?
Answer: Training managers on how to conduct fair and effective appraisals
Manager training is critical to ensure appraisals are conducted consistently, fairly, and in alignment with organizational objectives.
What is the purpose of calibration sessions in performance management?
Answer: To ensure ratings are consistent and fair across managers and departments
Calibration sessions bring managers together to review and align performance ratings, reducing inconsistencies and bias across the organization.
Under which circumstance would a performance improvement plan (PIP) most likely be legally challenged as pretextual?
Answer: When it is issued shortly after an employee files an EEO complaint
A PIP issued immediately after protected activity, such as filing an EEO complaint, may be viewed as retaliation rather than a legitimate performance tool.
Which of the following BEST describes 'upward feedback' in a performance management system?
Answer: Employees providing feedback on their manager's performance
Upward feedback is the process by which subordinates evaluate and provide performance input about their managers, often used for leadership development.
What is the role of documentation in the performance management process?
Answer: It provides an objective record that supports appraisal ratings and legal defensibility
Thorough documentation creates an objective, contemporaneous record of performance that supports appraisal decisions and protects the organization in legal proceedings.
Which federal law most directly requires that performance appraisal criteria be job-related and free from discriminatory bias?
Answer: Title VII of the Civil Rights Act of 1964
Title VII prohibits employment practices, including performance appraisals, that discriminate based on race, color, religion, sex, or national origin.
What is a 'stretch goal' in the context of performance management?
Answer: An ambitious goal that challenges an employee beyond their current capabilities
A stretch goal is intentionally set beyond an employee's current performance level to encourage growth, innovation, and higher achievement.