Performance Management & Evaluation Flashcards

An evaluator rates a solid performer lower because they were reviewed right after an exceptional employee. Which bias occurred?

Answer: Contrast effect

The contrast effect judges someone relative to the previous person rather than against standards.

Which approach best reduces recency bias in annual performance appraisals?

Answer: Keeping documented notes of performance throughout the review period

Ongoing documentation ensures the full period, not just recent events, informs the rating.

Management by Objectives (MBO) is characterized by which feature?

Answer: Manager and employee jointly setting measurable objectives and reviewing progress

MBO relies on mutually agreed, measurable goals with periodic progress reviews.

Which evaluation type is conducted during program development to improve design before full rollout?

Answer: Formative evaluation

Formative evaluation gathers feedback during development to refine the program.

A key concern with forced ranking (stack ranking) systems is that they can:

Answer: Damage collaboration and morale by pitting employees against each other

Forced ranking can foster competition over teamwork and harm morale.

Which source of evidence is most credible for Kirkpatrick Level 4 evaluation?

Answer: Organizational metrics such as error rates, sales, or safety incidents tied to the program

Level 4 relies on business outcome data linked to the training.

What is the main purpose of a competency model in performance management?

Answer: To define the knowledge, skills, and behaviors required for success in a role

Competency models describe what success looks like, guiding appraisal and development.