Deck 12: Performance Appraisal: Cornerstone of Employee Development

Question 1

A principal objective of performance appraisal is to establish a record of whatever an employee may have done incorrectly during the previous period..

Answer 1

False

Question 2

A common problem in most performance appraisal systems is the tendency of many supervisors to be liberal in their evaluations.

Answer 2

True

Question 3

A significant number of wrongful termination lawsuits are an outgrowth of inadequate performance appraisal procedures.

Answer 3

True

Question 4

Self-appraisal as part of a system is not especially useful because most employees tend to rate themselves unrealistically high.

Question 5

There is no particular objective to appraisal in the case of a long-time employee who has always done satisfactory work but to whom the potential for promotion is non-existent.

Question 6

Regardless of the appraisal system in use, it is essential to always emphasize performance or production rather than personality traits.

Question 7

The most accurate performance standards available are determined by using benchmarking.

Question 8

A legally defensible performance appraisal system should address appraisal criteria arising from an analysis of the requirements of the position.

Question 9

People who consistently do good work and know they do good work require less attention at appraisal time than others; they already to know that what they do is appreciated.

Question 10

One very important step in the preparation of supervisors as evaluators is training in some means of judging employee personality characteristics.

Question 11

The principal objectives of performance appraisal include:

A) Provision of a discussion as an alternative to periodic criticism..
B) Improvement in performance in the job one presently holds.
C) Creation of a permanent record of an employee's accomplishments and shortcomings.
D) Provision of a rational alternative to disciplinary action.

Question 12

Although several people may or may not have input into a given appraisal, it is essential that the primary evaluator of any employee be:

A) A supervisor who at one time was proficient in the job the employee is performing.
B) A group of peers within the same department.
C) The employee's immediate supervisor.
D) The middle-manager over the employee's supervisor..

Question 13

Performance appraisal overall seems to have no direct impact on the accomplishment of the day-to-day work in the department, so:

A) It often gravitates to the bottom of the supervisor's work pile.
B) It is never as important as today's problems.
C) It is safely postponed until time is available to do it properly.
D) An occasional appraisal cycle can safely be skipped.

Question 14

Concerning how often a supervisor should appraise the performance of his or her employees, the supervisor:

A) Would be well advised to implement annual appraisal for all employees.
B) May find it necessary to concede to employee requests for semi-annual appraisal.
C) May evaluate some employees annually and some semi-annually, depending on performance.
D) Will most likely have no choice concerning frequency of evaluation.

Question 15

The greatest problem ordinarily experienced with standards-based appraisal is:

A) The restrictive nature of specific performance targets generates employee resistance.
B) The development of accurate performance standards is costly and time-consuming.
C) Its requirements are inconsistent with those set forth by accrediting agencies.
D) It negates the need for much judgment by the supervisor.

Question 16

In any reasonably supervised work group the performance average of the group is always:

A) Equal to the established performance standard for the group's activities.
B) Consistently lower than the established performance standard for the group.
C) Better than the minimum required standard for the group.
D) None of the above.

Question 17

The essential intent of standards of performance in appraisal is to quantify the outcomes of performance as much as possible and thus reduce the necessity for ___________ to the lowest possible level.

Question 18

The ____________ approach to appraisal involves those employees who are capable of setting goals for themselves.

Question 19

Regardless of the system one is required to use, one must always make every effort to emphasize performance or production rather than ___________.

Question 20

In one critical dimension performance appraisal must be addressed in the same manner as disciplinary action; that is, in the provision of accurate ___________.

Question 21

Some appraisal programs fail because of the _____________ position of the person doing the evaluating.

Question 22

Some simple but reasonable performance standards can be derived from performance ___________.