Pub. date: 2007 | Online Pub. Date: September 15, 2007 | DOI: 10.4135/9781412952651 | Print ISBN: 9781412924702 | Online ISBN: 9781412952651| Publisher:SAGE Publications, Inc.About this encyclopedia
Performance Appraisal, Subjective Indexes
Gary J. Greguras
Employee work behaviors or job outcomes may be measured and evaluated using a variety of different methods. Although employee performance may be measured with either objective (e.g., sales volume) or subjective (e.g., supervisory ratings) methods, the overwhelming majority of appraisals require raters to make subjective judgments about the performance of the ratee. These subjective judgments may be either ratings or rankings and may be collected using a variety of different rating formats. Graphic rating scales are the most widely used format for appraising performance. Graphic rating scales require raters to evaluate employee performance along a continuum of response categories or anchors that convey information about the meaningfulness of the various points along the continuum. For example, a rater may be asked to evaluate an employee's performance using a scale ranging from 1 (fails to meet expectations) through 5 (exceeds expectations). Another example requires the rater to evaluate the employee's performance ...