"EVALUATING THE EVALUATORS," Human Resources Magazine, Donna Stringer. October 1995, v40n10, pp. 46-50 (5 pages)
1) WHY INFLATION IS A PROBLEM
2) STRIVE FOR CONSISTENCY AMONG EVALUATONS
3) ENSURE CONSISTENCY AMONG EMPLOYEES
4) WATCHING WHAT IS SAID
5) KEEPING SUPERVISORS ON TRACK
6) NEW WAYS
Three simple steps that employers can take to improve appraisal consistency throughout the organization ---
[1] Perform evaluations on a calendar basis, not on anniversaries. If all the evaluations are done at the same time, it is more likely that the necessary comparisons between employees will be made. When evaluations are done on each employee's anniversary date throughout the year, it is all but inevitable that these important comparisons will not be made.
[2] Establish a management committee to review all evaluations. Among other responsibilities, this committee should have the authority to speak with individual supervisors to determine if an employee has performance deficiencies that are not reflected in the evaluation. If an evaluation is too negative, the committee should also have the authority to explore whether the supervisor harbors a hidden or impermissible motive against the employee.
[3] Hold regular supervisory meetings to discuss problem situations. The meetings will serve four purposes:
(1) They will reinforce what should be obvious but often is not, namely, that supervisors are paid to supervise!
(2) Sharing past problem situations regarding appraisals will help supervisors improve their own performance. They will benefit from the group's collective experience in resolving what often appear to be insurmountable problems.
(3) Supervisors will be prompted to focus on performance issues on an ongoing basis, not just before evaluations come due.
(4) These meetings will provide the Human Resources officer with information about performance deficiencies that exist throughout the year, but which may not necessarily be reflected on a final performance appraisal.
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