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| A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance f | |
| The process encompassing all activities related to improving employee performance, productivity, and effectiveness | |
| A performance appraisal technique that uses multiple raters including peers, employees reporting to the appraisee, supervisor, and customers | |
| Involves setting specific measurable goals with each employee and then periodically reviewing the progress made | |
| An appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quatified scale with specific narritive examples of a | |
| Keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing the list with the employee at predetermined times | |
| Having suprevisors electronically monitor the amount of computerized data an employee is processing per day and thereby his or her performance | |
| Ranking employees by making a chart of all possible pairs of employees for each trait and indicating the better employee of the pair | |
| Ranking employees from best to worst on a particular trait | |
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| The tendency to give higher performance ratings to employees who are percieved to be similar to the rater in some way | |
| In performance appraisal, the problem that occurs when a supervisors rating of an employee on one trait biases the rating of that person on other traits | |
| Predetermined percentages of ratees are placed in various performance categories | |
| A tendency to rate all employees in the middle of the scale | |
| The tendency to allow individual differences, such as age, race, and sex, to affect the appraisal ratings that these employees recieve | |
| The problem that occurs when a supervisor has a tendency to rate all employees either low or high | |
| An interview in which the supervisor and employee review the appraisal and make plans to remedy deficiencies and reinforce strengths | |
| The rating error that occurs when ratings are basedon the employees most recent performance rather than on performance throughout the appraisal period | |
| An appraisal scale that is to open interpretation of traits and standards | |
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