Ethics of Performance Appraisals

Ethics of Performance Appraisals / Legally defensible Performance Appraisals

Ethics of Procedures

1. Formal Standardized Performance Appraisal Systems
2. Uniform to all employees, no illegal differentiations based on cast, religion etc.
3. Standards formally communicated to all employees
4. Freedom to review performance appraisal results
5. Formal appeal process about ratings and judgments
6. Written instructions and training to raters
7. All personal decision makers should be aware of anti-discrimination laws.

Ethics of Contents

1. Content based on job analysis
2. Traits based appraisals should be avoided
3. Objectively verifiable data should be used
4. Constraints on performance beyond control should be prevented
5. Specific job related dimensions to be used rather than single or global dimensions.
6. Dimensions must be assigned weight to reflect relative importance in performance score

Ethics of Documentation of Results

1. A thoroughly written record of evidence leading to termination should be maintained
2. Written documentation of extreme ratings should be maintained
3. Documentation should be consistent among the raters.

Ethics of Raters

1. The raters should be trained in how to use an appraisal system
2. The rater must have opportunity to observe ratees first hand and review important ratee performance products.
3. Use of more than one rater is desirable to reduce biases.