Forced Distribution-High Performance Insight 3 MERCK 20 ▣Low 15 □Low-avg 10 ■Avg ▣High-avg 5 ▣High 0 Low Low-Avg High-High avg avg Merck began using this rating method for exempt employees when it found other methods resulted in 80%of employees rated a 4 or higher on a 5 point scale. ©2004 by UIBE Liu yuxin 6-16
© 2004 by UIBE Liu yuxin 6-16 9-16 Forced Distribution – High Performance Insight 0 5 10 15 20 25 30 Low Lowavg Avg High- avg High Low Low-avg Avg High-avg High Merck began using this rating method for exempt employees when it found other methods resulted in 80% of employees rated a 4 or higher on a 5 point scale
Narrative Forms PERFORMANCE IMPROVEMENT PLAN Final appraisals are 略 1.Purpose and Objective frequently in a written Il.Stops in tho Proeoss narrative form e4用e oscipon of each fadtor.ass好n a ratieg of te鲜4 e's u poticency usn间e folering ude NA NotApptcntie -Supervisor rates employee's: B.Performance Analysis and Examples-Thts secton pionded tor you to sppoet Performance factor or skill capa aord the amployee an opporunty o dwelop meded sktl,The wnen irerovmen ◆Give examples&an improvement plan mdp管empontnanmeetwmnwm ◆ Explains good bad Pa 入 performance areas ategles and courss of acon mng and 股时a ©2004 by UIBE Liu yuxin 6-17
© 2004 by UIBE Liu yuxin 6-17 9-17 Narrative Forms Final appraisals are frequently in a written narrative form Supervisor rates employee’s: Performance factor or skill Give examples & an improvement plan Explains good & bad performance areas
Behaviorally Anchored Rating Scales BARS combine best features of narrative,critical incidents,and quantified scales in five steps oGenerate critical incidents oDevelop performance dimensions oReallocate incidents oScale the incidents oDevelop a final instrument ©2004 by UIBE Liu yuxin 6-18
© 2004 by UIBE Liu yuxin 6-18 9-18 Behaviorally Anchored Rating Scales BARS combine best features of narrative, critical incidents, and quantified scales in five steps Generate critical incidents Develop performance dimensions Reallocate incidents Scale the incidents Develop a final instrument
BARS for Grocery Clerks Researchers developed a BARS for grocery clerks by collecting critical incidents in 8 areas (rating scale given below): Knowledge and judgment .Skill in bagging Conscientiousness Ability of checkout work .Skill in human relations .Skill in monetary transactions .Skill in operation of register .Observational ability Extremely Poor Poor Average Good Extremely Good 9 ©2004 by UIBE Liu yuxin 6-19
© 2004 by UIBE Liu yuxin 6-19 9-19 BARS for Grocery Clerks Researchers developed a BARS for grocery clerks by collecting critical incidents in 8 areas (rating scale given below): •Knowledge and judgment •Conscientiousness •Skill in human relations •Skill in operation of register •Skill in bagging •Ability of checkout work •Skill in monetary transactions •Observational ability 1 Extremely Poor Poor Average Good Extremely Good 9
Advantages of BARS -A more accurate gauge of performance -Clearer standards -critical incidents along the scale make it clear -Feedback-its easier to explain ratings to appraisees ©2004 by UIBE Liu yuxin 6-20
© 2004 by UIBE Liu yuxin 6-20 9-20 Advantages of BARS A more accurate gauge of performance Clearer standards – critical incidents along the scale make it clear Feedback – its easier to explain ratings to appraisees