Many personnel specialits believe that a performance appriasal system should be limited to one objective, which is to
inform employees about the quality of thier work so they ight strive to improve performance
The most important elements of performace appraisal include all but which of the following characteristices
they are objective as well as subjective
According to the text, a performance appraisal is neccessary in order to do all of the following exept
determine an officers right to recieve a merit raise and maintain fair relationships and communication bonds
According to More and Miller, under ideal circumstances, police dept should require at least
two years of probation with rookie police officers evaluated every six months
Performance evaluations have three common objectives which include all of the following except
remediation
Methods of appraisal include all but which of the following
total quality management
The critical incident method advantage is that
it is well suited for the employee couseling aspect of performance assessment
When supervisors give the person the benefit of the doubt and evaluate the person higher than the circumstances warrant theya guilty of the
error of leniency
According to More and Miller the most common error in rating police personnel is the
error of leniency
When supervisors force many employees into an artificial category leveled average their are guilty of the
error of central tendency
When the supervisor allows just one outstanding characteristic or critical incident to shape the overall rating, the supervisor is guilty of the
halo effect
According to more and miller, while the exact configuration varies from one department to the next, most formal employee evaluation systems have__ steps.
nine
When supervisors hav a tendency to rate the employees they know and really like much higher than can reasonably be justified by an objective assessment of performance they are guilty of the
error of bias
Because mush of a supervisors work is not observed by employees the supervisor evaluation should focus on
leadership issues
__penalizes competent achievement oriented employees and rewards marginal employees.
average evaluations
When supervisors tend to judge subordinates in terms of their own expectations and aspirations, they are guilty of the
error of contrast
The performance appraisal interview benefits
the employee, supervisor and agency
A performance evaluation that is an accurate measurement of the traits applied problem solving or goal acqusition the evaluation purports to measure is said to be
valid
A performance evaluation that is not biased by the idiosycrasies of the rater, manipulation by the evaluated flaws in the design of the measureing device or by the constraints of time or place is said to be
reliable
T/F Systematic performance appraisal is regarded as the key to employee development and is viewed as the centerpiece of an effective police personnel system
True
T/F The universal aspects of performance appraisal are the use of corrective action as required in a given situation and measurmentof job related performance
True
Not everyone has the inclination and or talent to be a good evaluator T/F
True
T/F Being a good evaluator requires natural talent and acquisition of special skills
True
T/F Influences that distort perceptions and interfere with an objective assessment are halo effect error of leniency and centeral tendency bias.
True
Reliablilty of performance appraisal is somewhat easy to achieve T/F
False
Institutional support is not essential for a performance appraisal program to be effective
False
Graphic rating scales are tricky performance assessment devices because interpretation is quite difficult T/F
