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Related Experiment Videos

Performance evaluation, part 2: developing performance standards.

Robert E Gregg1

  • 1Boardman Law Firm, 1 South Pinckney Street, PO. Box 927, Madison, WI 53701-0927, USA.

The Journal of Medical Practice Management : MPM
|October 7, 2005
PubMed
Summary

This article focuses on developing performance appraisal standards and identifying common rating errors. It provides practical examples for managers to improve employee evaluations and ensure fairness.

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Area of Science:

  • Management Science
  • Human Resources Management
  • Organizational Behavior

Background:

  • Performance evaluation is crucial for employee development and organizational success.
  • Establishing clear standards is essential for valid and reliable performance appraisals.
  • Previous work defined validity and objective criteria for employee ratings.

Purpose of the Study:

  • To detail the development of performance appraisal standards.
  • To provide practical examples for daily management practice.
  • To identify and explain common errors in personnel rating.

Main Methods:

  • Review of performance appraisal literature and legal precedents.
  • Analysis of common errors in subjective and objective rating processes.

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  • Case examples illustrating best practices in standard development.

    • Main Results:

    • Development of specific, measurable, achievable, relevant, and time-bound (SMART) performance standards.
    • Identification of rater biases such as halo effect, leniency, and central tendency.
    • Examples of effective feedback and documentation techniques.

    Conclusions:

    • Well-defined standards enhance the fairness and accuracy of performance evaluations.
    • Awareness and mitigation of common rating errors are critical for effective management.
    • Consistent application of objective criteria improves employee morale and productivity.