This document discusses components of performance appraisal forms and processes. It describes key sections of appraisal forms such as employee information, objectives, competencies, achievements, and development plans. It also outlines desirable features like simplicity and comprehensiveness. The document examines strategies for determining overall performance ratings and discusses appropriate appraisal periods and meeting frequency. It analyzes sources of performance information like supervisors, peers, customers and considers how to address disagreement across sources. Finally, the document explores a model of rater motivation and how training programs can prevent rating distortion.
18. Expected Positive and
Negative Consequences
of Rating Accuracy
Probability of
Experiencing Positive &
Negative Consequences
Expected Positive and
Negative Consequences
of Rating Distortion
Probability of
Experiencing Positive &
Negative Consequences
Motivation to Provide
Accurate Ratings
Motivation to Distort
Ratings
Rating Behavior
A Model of Rater Motivation