Performance Review Best Practices

What is the recommended number of goals to set for each performance category?

Which of the following is NOT a core value mentioned for performance evaluation?

What weight is given specifically for the core values focusing on customer and patient?

Which essential competency corresponds to a weight of 3 in the evaluation criteria?

What rating is typically given for performance below 1.99?

Which strategy is key for fair employee assessment?

What is an important role model behavior in the workplace?

What competency emphasizes driving innovation in performance evaluations?

In performance management, what phase occurs between April and July?

What should be adjusted based on the actual distribution of evaluation?

Employee Performance Evaluation

Performance may not be consistent due to various influences, with recent events often overshadowing overall performance.
Regular observation of employees throughout the year is crucial for effective performance assessment.
Performance reviews aim to develop employee talent rather than simply evaluate past work.

Measurement and Rating Criteria

Behavior scores range from low to high, with specific criteria including:
- Consistency: Regularly meets expected behaviors.
- Originality: Demonstrates a high level of creativity and self-improvement.
- Role Model: Acts as a benchmark for others.

Potential Rating Biases

Halo Effect: Overemphasis on a single positive trait can skew overall performance ratings.
Contrast Bias: Evaluating based on comparisons with previous ratings of other employees, which can lead to unbalanced assessments.
Personal Bias: Subjectivity in evaluations due to personal beliefs and stereotypes can lead to unfair judgment.

Goal Setting and Core Values

Core values focus on customer and patient satisfaction, innovation, strategy creation, and collaboration.
Essential competencies must reflect an employee's ability to meet their role requirements effectively.

Performance Management Cycle

The cycle of performance management includes a goal-setting phase from April to July, focusing on establishing objectives for the evaluation period.
Recommended performance goals typically include one or two for each competency category to maintain clarity and focus.

This quiz focuses on evaluating employee performance while considering biases such as recency. It highlights important strategies for observing and developing talent throughout the review period. Equip yourself with the knowledge to conduct fair and effective performance reviews.