.....What's
Wrong with Your Performance Appraisal System?, by
Donna Deeprose
| 1) |
Performance appraisals
merely formalize feedback that managers have been giving throughout
the year.
|
|
Agree. |
|
|
Disagree. |
| 2) |
Formal
performance appraisals are conducted annually. |
|
|
Agree. |
|
|
Disagree. |
| 3) |
Performance
appraisals track performance against measurable goals set jointly by manager
and employee. |
|
|
Agree.
|
|
|
Disagree. |
| 4) |
There
is a quota system for ratings and/or raises. That is, managers are restricted
in how many people they can rate excellent, or they are required to spread
their ratings for all employees over a curve. |
|
|
Agree. |
|
|
Disagree. |
| 5) |
Employees
know exactly what they have to do to earn each rating. |
|
|
Agree.
|
|
|
Disagree.
|
| 6) |
Because
goals and standards are set between manager and employee, people with
similar jobs in different departments can be judged very differently. |
|
|
Agree.
|
|
|
Disagree. |
| 7) |
The
appraisal primarily measures results, but it also includes some behaviors
that are crucial to success on the job. For these the standards are verifiable
observations. |
|
|
Agree.
|
|
|
Disagree. |
| 8) |
The
rating scale is very broad, with 10-15 categories. |
|
|
Agree.
|
|
|
Disagree.
|
| 9) |
Employees
are responsible for gathering the evidence on which the rating is based. |
|
|
Agree. |
|
|
Disagree.
|
| 10) |
There
is no evidence that performance appraisals lead to performance improvements. |
|
|
Agree. |
|
|
Disagree. |
Ideally, the answer to
the question posed by the title of this quiz would be "Nothing." But if that
were the case, you probably wouldn't be reading this. So, this quiz appraises
your performance appraisal system. No five-point rating scale here. Just respond
to each statement with Agree or Disagree, based upon how your system
really works, not on how you think it should.
Click
here to start this assessment!
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