| Selected Answer: | The employee performance evaluation rating errors consist of bias errors, recency errors, central tendency errors, halo effects errors, similarity errors, contrast errors, and leniency errors. The raters may include supervisors or managers who conduct performance appraisals; they most often make mistakes that distort the performance appraisal results resulting in the inability to correct, especially if the mistake is not caught. Bias errors occur when prejudice against the ratee is shown due to religion, race, sex, gender, age, and disability. This can have lengthy effects on the evaluation if not corrected properly. Recency bias is when the rater puts more focus on the ratees most recent performance within the evaluation period instead of their evaluation as a whole. The rarer fails to evaluate based on the entire period that the ratee was employed. For instance, the rater evaluates the ratees performance on the last 90 days instead of the entire 24 months that they have been working. Central tendency error is when the rater rates all of the employees as the same regardless of position and length of service. The rater assumes that all of the employees are average and should be evaluated as such, for example, failing to look to see if growth was accomplished or not. Hale effect error is when the rater generalizes one employee's performance and bases their performance on that one factor. For instance, if an employee has repeated disciplinary issues such as write-ups or tardiness, the rater could overlook their performance and based their evaluation on the negative behaviors instead of the work that was accomplished. Similarity errors are when the rater favors employees who showcase the same work behavior as them. By utilizing this form of behavior, the rater fails to properly evaluate the work of the ratee and overlook their performance entirely. Contrast/compare errors are when the rater evaluates the ratee based on the work of other employees. This can easily be done if another employee is performing poorly or exceptional, and the evaluation is made to make the ratee look more superior over the other. Leniency errors involve the evaluation of others as outstanding and without fault, giving them high remarks instead of rating based on their performance. The rater will often assume that every employee attempted their best and, therefore, should reserve a good rating because of this reason. I feel that the most common errors are biased, compare/contrast, and similarity. I have seen many times where a ratee gets evaluated because of these very reasons. They are either evaluated based on their physical characteristics, work style, or because of how other employees are performing. By failing to look at the work performed, raters are failing employees by not guiding their employees and correcting where correction is needed in terms of job performance. I had also seen the halo effect error when my supervisor rated another employee and based it off of their tardiness, calling out, and frequent breaks throughout the day. Although they possessed a great work ethic and their performance was close to flawless, these issues were the only ones rated. Whisenand, P. M., & McCain, E. D. (2015). Supervising police personnel: strengths-based leadership. Boston: Pearson. |
