Name that Behavioral Rating Error!

In the following activity, test your knowledge. Practice identifying the rating errors that occur when conducting evaluations.

If desired, an alternate version

Tips for a Legally Defensible Performance Appraisal Process

The following are some things to keep in mind in developing a fair and equitable performance appraisal process; one that will also withstand legal challenge. Among other things, taking the following steps will help in mitigating the pitfalls associated with the behavioral errors described in the module overview, the textbook chapter, and the exercise in which you just participated:

• The evaluation criteria should be consistent and uniform for all employees in the job category, as well as objective and not subjective.
• The evaluation criteria should be job-related and based on the job analysis.
• Minimize rating errors and biases.
• Managers should be thoroughly trained in performance appraisal mechanics.
• To the extent possible, managers and employees should have an opportunity to participate in the development of the evaluation criteria, as well as agreeing to the performance expectations at the beginning of the rating year.
• The performance expectations should be within the control of the employee.
• There should be a system for thorough documentation of performance appraisals.
• Employees should be given timely and candid feedback on their performance.
• Feedback should not be a surprise.
• Provide feedback in a professional manner, including communicating with respect and courtesy.
• Permit employees to challenge the evaluation.
• If there are performance deficiencies, provide employees the opportunity to correct them.

  Module 4: Case Application: EMT Performance Appraisal Instrument

   

  Case Application: EMT Performance Appraisal Instrument

  You have been recently promoted to the LT position in charge of the Montgomery County EMT unit. You directly supervise approximately 20 EMTs. Historically, the department’s approach to performance appraisal has been very informal if not non-existent. The new fire chief is committed to professionalize the department, including developing a well-structured performance management system. You have been tasked with developing a formal appraisal instrument to use with the EMTs.

  Based on your textbook readings and other resources, including those appraisal approaches you have personally experienced in your workplace, select an appropriate approach/technique to use in evaluating EMTs. Your textbook lists at least six techniques. Describe the key elements of the technique or instrument, e.g., what you plan to evaluate and the standards you will use to assess performance. Remember that the EMT position description

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   is a critical resource to use in conjunction with the elements of the instrument. Don’t forget to explain the rationale for your recommendations.

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  Module 4: Case Application Assignment

  
  

  Your case application paper should be 3-5 pages in length, double-spaced, not including cover or reference pages. You are to use at least three outside resources (academic or professional) in addition to the textbook. Paper formatting and citations should follow the APA style guidelines.

  Your paper should include the following sections:

  1. Introduction (a brief summary of the case)
  2. Any additional recommendations or insights on the case derived from the case facts and additional readings you have conducted in completing this assignment

  Your paper should be typed in a Word document and submitted in the dropbox. Please remember to keep a copy of the paper for your records.

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