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37 Cards in this Set
- Front
- Back
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what does the performance process include (5)
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- day to day interactions
- making notes - completing the form - formal appraisal interview - follow up sessions |
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whats included in follow up sessions (2)
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coaching
discipline |
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what should be documented when makin notes
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behaviors and skills
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one on one conversation about performance
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formal appraisal interview
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when are PA done
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first 3 mths then 9 months after that (1yr)
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what does enhancing performance include (3)
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- identifying performance problems
- integrating, facilitating, and coordinating the work of employees - creating a motivational climate |
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why are PA conducted (3)
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- to give constructive feedback
- serve as a basis for administrative decisions - for fair employment practice law |
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what is constructive feedback
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coaching and developing staff
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PA with administrative decisions can help decide on what (2)
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raises
promotions |
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evaluating a persons stability, flexibility
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traits and personal characteristics
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specific objectives that are they're measuring
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results- oriented system
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objectives on how to behave
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behavioral criteria
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what does behavioral criteria focus on
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what a person does in a day
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what are some things that behavioral criteria can include (3)
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- tasks completed
- mthly overtime - charting done at end of shift |
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disadv of traits and personal charach
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- very subjective and hard to measure
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nurse was a preceptor for 4 mths, became ACLS certified
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results-oriented system
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how often someone called in sick
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behavioral criteria
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disadv of behavioral criteria
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may not measure strengths
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rates a performance over 12mths
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traditional rating scale
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narrative about an employees performance, detailing strengths and weaknesses
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essay evaluation
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what is important with essay eval
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to use in combo with another one bc it can be subj if used alone
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rate specific behavior
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behvaior oriented rating scale
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calling in sick (looking at how many times it was done)
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behavior oriented rating scale
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objectives set at beginning and evaluated at PA
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results-oriented evaluations
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rating everyone as above average (want everyone to be happy)
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leniency error
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reflecting on what employee has contributed lately rather than entire evaluation period
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recency error
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scores are all the same on one person. no differentiation
( basic impression of someone) ---- average |
halo error
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rating scale of 1-5 and giving everything a 3
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halo error
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what is outstanding (going above and beyond)
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ambigious evaluation standards
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manager can write general terms. skip it or rush through it. Need to explain why they received the score they got
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written comments problem
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based on employee behavior. (out of the norm) can be good or bad
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critical incident
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typically does the appraisal bc theyre more familiar with the persons work
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emplyees immediate manager
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coworkers giving feedback on performanc
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peer review
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being evaluated by the entire group
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group evaluation
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ex of group evals
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teacher evals at end of year
group eval of manager |
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process for the PA interview (7)
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- put the employee at ease
- clearly state the purpose of interview - go through the ratings one by one w/employee - draw out the employees reactions to ratings - decide on specific ways to strenghten performance areas - set a follow up date - express confidence in the employee |
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important with the PA interview (2)
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- go through ratings one by one
- start on positive note and end on positive note |
