Performance appraisal final copy

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  • 3 Developed by the Executive Offices, Office of Personnel Services Performance Management Course Guide
  • 9 Developed by the Executive Offices, Office of Personnel Services Performance Management Course Guide
  • 11 Developed by the Executive Offices, Office of Personnel Services Performance Management Course Guide
  • The branch of psychology that deals with the design, administration, and interpretation of quantitative tests for the measurement of psychological variables such as intelligence, aptitude, and personality traits. Also called psychometry . A “Performance Dimension” is anything an employee must demonstrate in order to be effective in a particular organization, job, and/or level of position. Typically, a Performance Dimensions model includes a number of competencies (such as “technical skills” and “honesty and integrity”), along with specific behaviors that fall within each competency. Performance standards state what behaviors or results are expected for performance to be considered satisfactory. Standards are the criteria against which performance is judged. Standards should be: attainable specific observable meaningful measurable, and stated in terms of quality, quantity, timeliness, or cost. Involve the employee in the development of standards. Be certain the standards describe the conditions that will be met when performance is satisfactory. For example, how well, how much, what speed, etc. is expected. Performance standards are the basis for performance evaluation and should clearly state how you and the employee will recognize when expectations have been met, exceeded, or not met.
  • 12 Developed by the Executive Offices, Office of Personnel Services Performance Management Course Guide
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