Meaningful and Successful Performance Evaluation
Released 05/20/2008
Performance Measurement Services:

 * Ensure clear compatibility between actual, appropriate job description and what is being measured.

* Develop objectives that are specific, attainable to the individual that coincide directly to company goals.

* Insist on consistent ratings applied by all managers.

* Develop action plans that are clear and unambiguous, attainable, with specified consequences.

* Define quantifiable measurements for each and every position. All positions are measureable.

* Develop performance evaluation formats and job descriptions.

Shortcomings in Typical Measurement and Feedback Processes

* Arbitrary manager bias: (“no one is a 5”, “everyone I have is a 5”, “everyone gets a 3” ) creates uncertainty and morale issues.

* 1-5 rating scale – too easy to opt out from pointed feedback. Scale should have no more than 4 clear ratings that leave no room for waffling. I.e. U – unsatisfactory N – needs improvement S- satisfactory E – exceeds expectations.

* Task List too long, and does not contain required behaviors. Behaviors create failure more than minding the tasks. (“She actually does most of her work, but has a bad attitude.)”

* Dependent on the traits of the rating manager – personal bias often interferes with objective judgment of actual performance. (“He is our best sales person, but I prefer people who follow the rules.”)

* Ratings not backed up with specifics,(often general perceptions), and not tied to specific commitments and deadlines.

RELATED ARTICLE
This article does not have any web links.