Measuring Results and Behaviors Measuring Results and Behaviors:
Measuring Results: Overview
Key questions
What are the expected objectives?
How do we know how well the results were achieved?
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Accountabilities
Broad areas of a job for which employee is responsible for producing results
Herman Aguinis, University of Colorado at Denver
Objectives
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Performance Standards
Yardstick used to evaluate how well employees have achieved objectives
Herman Aguinis, University of Colorado at Denver
Determining Accountabilities
Determine importance of task or cluster of tasks
% of employee’s time spent performing task
Impact on unit’s mission if performed inadequately
Consequences of error
Determining Objectives
Herman Aguinis, University of Colorado at Denver
Characteristics of Good Objectives
Determining Performance Standards
Quality
Quantity
Time
Standards must include:
Characteristics of
Measuring Behaviors: Overview
Identify Competencies
That are critical in determining how results will be achieved
Herman Aguinis, University of Colorado at Denver
Types of Competencies
Threshold
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Identify Indicators
Observable behaviors
Used to measure extent to which competencies are present – or not
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Necessary Components for
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Choose Measurement System
Absolute system
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Comparative Systems
Advantages of Comparative Systems
Better control for biases and errors found in absolute systems
Leniency
Severity
Disadvantages of Comparative Systems
Useful feedback
Specific issues with forced distribution method
Herman Aguinis, University of Colorado at Denver
Absolute Systems
Essays
Advantage:
Disadvantages:
Lack of quantitative information; difficult to use in personnel decisions
Herman Aguinis, University of Colorado at Denver
Behavior checklists
Disadvantage:
Difficult to get detailed and useful feedback
Herman Aguinis, University of Colorado at Denver
Critical incidents
Very time-consuming
Easier to use
Describes behavior desired
Graphic rating scales
Consistent interpretation by outside readers
Supervisor and employee should have same understanding of rating
Herman Aguinis, University of Colorado at Denver
Graphic rating scales:
Involves multiple groups of employees in development
Identify important job elements
Check for inter-rater reliability
Measuring Performance
Summary