Supervision- Session 8 Flashcards
What is the primary goal of a rating system?
To improve performance and identify substandard performers
Rating systems are designed to enhance overall effectiveness by comparing personnel against desired standards.
What are some benefits of rating systems?
- Improve morale through recognition of good performance
- Maintenance of department standards
- Identify if department standards are reasonable
- Show personnel efforts to eliminate favoritism
- Assist in proper placement of personnel
- Assist in acertaining employee capabilities
What are common criticisms of rating systems?
- Subjectivity
- Time/cost
- Personal bias of raters
These criticisms highlight challenges in ensuring fairness and accuracy in performance assessments.
What is the most accurate assessment of an individual’s performance?
Consistent ratings over a period of years spanning multiple different raters
This method helps to mitigate biases and provides a more comprehensive view of performance.
What some influences on the success of a rating system?
- Rater attitudes
- Pressure (e.g., merit pay)
Understanding these influences can help in designing more effective rating systems.
What is a primary cause of failure in a rating system?
Failure to train the raters
Proper training is essential for ensuring that raters can accurately assess performance.
What should rating systems never be used for?
Uses other than their intended purpose (e.g., revenge, spite)
Misuse of rating systems can lead to a toxic work environment.
Name a few different standards used in rating systems.
- Rankings
- Selective employee standard (raters think of their top, middle, and bottom employee and compair all others to these individuals)
- Ideal employee standard (compares all against a hypothetical perfect employee
- Numerical standard (each characteristic is rated and weighted according to importance)
- Forced choice method (boxed in selections such as meets standard or does not meet standard)
What is the most common rating error?
Leniency
Leniency can lead to feelings of mistreatment among employees and negatively affect morale.
What are other common errors of rating systems
- Bias ratings (rates persons they get along with higher)
- Central tendency (no highs no lows/ common in systems that require explanations by raters for 1s and 5s/ this penalizes harder workers)
- Halo effect (rating is done on a general impression not specific attributes)
- Error of related traits aka logical error or association error (rater gives similar ratings in different categories that seem related like physical health and mental health/ report writing and quality of investigations)
- Overweighting (ratings boost due to an event close to the rating period/ a type of recency bias)
- Subjectivity (supervisor rates characteristics highly based on things that appeal to them, one Sgt loved dwi arrests and rates officers that do them highly)
When should worker performance be discussed and adjusted?
- Worker performance should be discussed with them throughout the year
- Ratings should be adjusted throughout the year not just based on rater feelings close to the rating period (no surprises)
What is the purpose of a post evaluation/rating interview (PTR)?
To allow the employee to understand ratings, expectations, and if necessary plans for performance improvement
Discussions with officers should be constructive never demoralizing, should start off with positive attributes, move towards a plan to correct poor performance, follow up after a short time to insure improvement
What characteristics define good raters?
- Distinguish facts from feelings
- Weigh performance against department standards
- Base ratings on objective data
- Avoid ratings based on general impressions
Effective raters contribute to a more reliable rating system.
What are keys to an effective rating system?
- Rater training
- Valid and accurate rating reports
- Consistent measurement across employees
- Discussions regarding ratings with employees
Should officers be compared directly to other officers in a rating system?
No, they should be compared to department standards
Direct comparisons can create unhealthy competition and bias.
Is it appropriate to refer to department records to display poor performance?
Yes
Using documented records, such as attendance, is a valid method for assessing performance.
What should be done to prevent one category from overly affecting a subordinate’s rating?
Do not allow one important category to disproportionately influence the overall rating
Low Arrests does not equal Bad Cop
How should standards be set in a rating system?
Standards need to be within reach of the average officer and should be known
This ensures that all employees understand what is expected of them.
