Team appraisals

Article Abstract:

When a personnel director seeks to evaluate the employee's job performance, the employee's interaction with other workers must be taken into consideration under the general category of teamwork. Standard performance evaluations, when performed on an individual basis, will not add to the team building efforts which are crucial to today's participative style of management. Most workers will consider themselves to be an eight or a nine on a performance scale which reaches ten, without consideration of how their supervisor will rate them. However, through the group review process, most workers will be given average ratings from three to nine.

Measurement

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Implementation strategies for multiple-rater systems

Article Abstract:

Multiple-rater performance appraisal (MRPA) systems for rating the performance of employees provide employers with a desirable alternative to supervisor-only systems. The most common concerns companies have about MRPA systems include: employees will not accept the systems; the systems will require too much administrative time; and the process will take too long. The advantages of MRPA systems include: performance information is highly reliable; evaluation results are keyed more to overall performance, and data about career development obtained from employee colleagues is more valid.

Analysis

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A joint effort leads to accurate appraisals

Article Abstract:

Using multiple-rater teams to conduct employee appraisals will overcome many complaints with assessments such as bias, unfairness and inaccuracy. The teams also will provide high-quality information about performance because employees participating in teams may want to have input in decisions that affect them, and many workers know more about their jobs than their supervisors. Results generated by teams can be made more reliable by using computers which provide safeguards that remove measurement unreliability.

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