1. DEFINITION
   1. PM- Process of creating a work environment in which people can perform to the best of the abilities.
   2. PE- Result of an annual or biannual process in which a manager evaluates an employees performance.
2. STEP IN THE PM PROCESS
   1. Goals to align with higher level goals
      1. QUANTI- how to measure
      2. QUALI - numbers
   2. Ongoing performance feedback
   3. HR decision making
   4. Performance appraisal by manager
   5. Format review session conducted
   6. Behavioral expectation and standard set
   7. Employee and organizational goals
3. CRITISM OF PM
   1. Employee need and want regular feedback (too late)
   2. Poor fit and poor performance. Need to be address immediately
   3. Manager may typically judge an entire year of work from individual at one time.
   4. The most valuable part of an appraisal in development planning conversation
4. DEVELOPING AN EFFECTIVE PM SYSTEM
   1. Primary responsibility- overseeing + coordinating pm.
   2. Employees are to accept + satisfied.
   3. Experienced employees are asked to help identify important job behaviors.
   4. Help ensure that the system takes into account the task that need to be done in organization.
5. PERFORMANCE STANDARD\
   1. Biased on job related requirements.
   2. Realistic and specific performance standards that are measurable.
6. ESTABUSHING PERFORMANCE STANDARDS
   1. Criterion combination
   2. strategic relevance
   3. Criterion deficiency
   4. Realibility
7. PS CHARACTHERISTICS
   1. STRATEGIC RELEVANCE- Individual directly to strategic goals.
   2. CRITERIA DEFIENCY- Standard capture all of an individuals contribution (behavior).
   3. CRITERION CONTAMINATION- Performance capability not reduced by external factors
   4. REABILITY- Standard are quantifiable, measurable and stable.
   5. TRAINESS+ ACCEPTABILITY
8. MINORITY GROUP
   1. RSCIAL
   2. ETHICS
   3. RELIGION
   4. DISABILITIES
   5. SEXUALITIES
9. TRAINING APPRAISAL
   1. Improves the PE process.
   2. Establishing an evaluation plan.
   3. Explain the mechanism of the rating system.
      1. How manager should keep performance
      2. How frequently
      3. Who will conduct
      4. What are standard
      5. How go about preparing evaluation
   4. Alert raters to the weakness + problem before.
10. TYPE OF PE
    1. Manager or supervisor evaluation.
    2. Self evaluation.
    3. Subordinates evaluation - Employee of supervisor.
    4. Peer evaluation.
    5. Team evaluation.
    6. Customer evaluation.
       1. Internal
       2. External
11. DISRIBUTIONAL ERRORS
    1. ERROR TO CENTRAL TENDANCY- all employee are rated about average.
    2. LINIENCY OF STRICTNESS ERROR- appraisal give employee unusually high or low.
    3. FACE DISTRIBUTION- required to place a percentage of employee.
12. TEMPORIAL ERROR
    1. Favorably or unfavorably
    2. Recency error
13. OTHER RATER ERROR
    1. CONTRAST ERROR - based upward + downward
    2. SIMILAR TO ME ERROR - inflaters the evaluation.
14. PERFORMANCE APPRAISAL
    1. Performance evaluation method
       1. Trait method
          1. 1. Graphic rating scale.
          2. 2. Mixed standard scale method.
          3. Forced choice method.
          4. Essay method.
       2. Behavioral method - critical accident (qualitative)
          1. BARS
          2. BAS
       3. Behavioral checklist method
       4. Result method
    2. Type of performance evaluation
       1. tell and sell
       2. tell and listen
       3. problem solving'
    3. Conducting PE
       1. ask for a self evaluation
       2. invite participation
       3. express appreciation
       4. supportive
       5. minimize critism
       6. establish goals
       7. follow up day to day
    4. Tips for critism
       1. consider whether neccessary
       2. ability to handle it
       3. watch your timing
       4. make improvement or goals
15. Floating Topic