What are some of the performance evaluation methods? How might these methods be perceived as discriminatory?
Rating Scale
The rating scale method offers a high degree of structure for appraisals. Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from poor to excellent. The one major provision in selecting traits is that they should be in some way relevant to the appraisee's job. The traits selected by some organizations have been unwise and have resulted in legal action on the grounds of discrimination.
The most common rating error is central tendency. Busy appraisers, or those wary of confrontations and repercussions, may be tempted to dole out too much passive, middle of the road ratings (e.g., satisfactory or adequate), regardless of the actual performance of a subordinate. This problem is worsened in organizations where the appraisal process does not enjoy strong management support, or where the appraisers do not feel confident with the task of appraisal.
Essay Method
In the essay method approach, the appraiser prepares a written statement about the employee being appraised. The essay method is far less structured and confining than the rating scale method. It permits the appraiser to examine almost any relevant issue or attribute of performance. The statement may be written and edited by the appraiser alone, or it be composed in collaboration with the appraisee. Essay methods are time-consuming and difficult to administer. Appraisers often find the essay technique more demanding than methods such as rating scales.
How can employers ensue that their performance evaluation process is non-discriminatory?
The employers can ensure that their performance evaluation process is non-discriminatory in several ways. First, the employers should have uniform evaluation criteria for similar positions. Second, the employers should train its evaluating supervisors to ensure that they do not discriminate while evaluating employees. Third, the employers should pre-assign weights to different evaluation criteria so that the employees know the importance of different evaluation criteria. Fourth, the performance standards for each rating should be pre mentioned behind he evaluation form. Fifth, the employer should assign an experienced HR employee to observe and if necessary intervene in the evaluation process if he feels that there is discrimination. Finally, timely, accurate and objective evaluation process will ensure non-discriminatory evaluation.
What might employers do to help encourage fairness in performance evaluation?
Performance evaluations, which provide employers with an opportunity to assess their employees’ contributions to the organization, are essential to developing a powerful work team. The primary goals of a performance evaluation system are to provide an equitable measurement of an employee’s contribution to the workforce, produce accurate appraisal documentation to protect both the employee and employer, and obtain a high level of quality and quantity in the work produced.