CODESP Performance Evaluation and Appraisal

Question 1

Which rating error occurs when a supervisor allows one outstanding trait to positively influence all other ratings of an employee?

Accepted Answer

Halo effect

Answer

Central tendency error

Answer

Leniency bias

Answer

Recency error

Question 2

In a behaviorally anchored rating scale (BARS), performance levels are defined by:

Accepted Answer

Specific examples of observable job behaviors

Answer

Numerical scores from 1 to 10

Answer

Comparative rankings among peers

Answer

Supervisor discretion and narrative comments

Question 3

What is the primary purpose of a performance appraisal in a public sector merit system?

Accepted Answer

To provide a basis for personnel decisions and employee development

Answer

To document reasons for termination

Answer

To satisfy union contract requirements

Answer

To compare employees across different departments

Question 4

Which appraisal method requires supervisors to rank all employees from highest to lowest performer?

Accepted Answer

Straight ranking

Answer

Management by objectives (MBO)

Answer

Forced distribution

Answer

Critical incident method

Question 5

An employee who consistently receives 'meets expectations' ratings regardless of actual performance variations is experiencing which supervisor error?

Accepted Answer

Central tendency

Answer

Halo effect

Answer

Contrast error

Answer

Attribution error

Question 6

Under the Management by Objectives (MBO) approach, performance goals should be set:

Accepted Answer

Collaboratively between the employee and supervisor

Answer

Solely by the supervisor to ensure organizational alignment

Answer

By a central HR committee for consistency

Answer

Based only on prior-year performance data

Question 7

Which type of performance appraisal gathers feedback from supervisors, peers, subordinates, and self-assessments?

Accepted Answer

360-degree feedback

Answer

Paired comparison

Answer

Forced choice rating

Answer

Narrative essay appraisal