CODESP Performance Evaluation and Appraisal 5 — Questions and Answers
Question 1: Which type of performance appraisal method involves collecting evaluative input from supervisors, peers, subordinates, and self-ratings?
- Management by Objectives (MBO)
- 360-degree feedback (Correct answer)
- Paired comparison
- Narrative essay appraisal
Correct 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.
Question 2: When setting performance standards for a classification, CODESP guidelines emphasize that standards should be SMART. What does the 'M' in SMART stand for?
- Motivational
- Measurable (Correct answer)
- Managerial
- Mandatory
Correct answer: Measurable
Measurable standards allow objective assessment of whether and to what degree the performance expectation has been met.
Question 3: A supervisor consistently rates all employees as 'meets expectations' to avoid conflict. This is an example of which rating error?
- Halo effect
- Strictness bias
- Central tendency error (Correct answer)
- Contrast effect
Correct answer: Central tendency error
Central tendency error occurs when a rater avoids extreme ratings and clusters all evaluations near the midpoint of the scale.
Question 4: An agency's appraisal form includes the dimension 'attitude.' Why do job analysis experts generally recommend against including such broadly defined, trait-based dimensions?
- Trait-based dimensions are too expensive to administer
- They are difficult to observe objectively, increasing subjectivity and potential for bias (Correct answer)
- Federal law specifically prohibits attitude ratings in public agencies
- Trait dimensions automatically produce adverse impact against protected classes
Correct 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.
Question 5: In a Management by Objectives (MBO) appraisal system, performance is evaluated primarily based on:
- Supervisor observations of daily work behaviors
- Achievement of mutually agreed-upon goals set at the beginning of the rating period (Correct answer)
- Peer nominations and rankings within the work unit
- Standardized test scores on job knowledge assessments
Correct 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.
Question 6: Which scenario best illustrates the 'contrast effect' rating error?
- A supervisor rates a mediocre employee higher than warranted because the previous employee reviewed was exceptionally poor (Correct answer)
- A supervisor rates everyone the same to reduce paperwork
- A supervisor inflates ratings to avoid giving negative feedback
- A supervisor bases ratings entirely on the most recent month of work
Correct 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.
Question 7: Which action is considered a best practice when delivering a performance appraisal to an employee who will receive an overall 'below expectations' rating?
- Deliver the rating in writing only to avoid emotional reactions
- Present the rating as a surprise to maintain objectivity and prevent grade inflation
- Conduct ongoing feedback throughout the year so the rating is not a surprise during the formal review (Correct answer)
- Involve a union representative in every below-expectations review by default
Correct 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.
CODESP Performance Evaluation and Appraisal 5
Which type of performance appraisal method involves collecting evaluative input from supervisors, peers, subordinates, and self-ratings?