Question

Select three distinct jobs of your choice. Go to the Occupational Information Network (O*NET). Review the major tasks for each job. Then, for each job, identify what you believe is the most appropriate performance appraisal method. Discuss the rationale for each choice.

(Strategic Compensation, Martocchio)

Answer 1

Three jobs that I chose for performance appraisal purposes are:

1. Umpires, referees   2. chef   3. Training and development managers

1. Umpires are asked to officiate at sporting events to maintain standards of play and to make sure rules are followed. Signal participants to regulate play. Inspect equipment and players to ensure compliance and safety regulations are followed. Keep track of event times and regulate play stoppage and elapsed time guidelines followed. Judge performance to award points and issue scoring penalties. (ONET online.org)

For umpires I would use the Comparison System to evaluate one umpire against another from best to worst. Because of the static nature of the rules and duties, example is safe or out for baseball, the umpires can be evaluated on a performance hierarchy scale. (Martocchio 60). Either you make the correct calls or you don't. Specifically a paired comparison model is ideal because according to the text you can compare one umpire against another and identify the better performer. This is necessary for jobs like umpires because the better the performance of the umpire, the better the game will be performed.

2. Chefs monitor sanitation practices to make sure staff follows regulations. They check the quality of raw or cooked food to ensure standards are met. Instruct cooks and other workers in cooking and preparation, garnishing, and presentation of food. (ONET online.org)

For chefs I can use the Behavioral System which rates employees on the extent to which they display job performance successfully. They rate objective behaviors and are free of biases. (Martocchio 62). Specifically the behavioral anchored rating scales (BARS) is useful because it can be used to judge whether the chef can complete tasks in a timely fashion. (Martocchio 63). They don't have to perform in the exact fashion as another chef but as long as the task is completed in the specified timeframe, much for baking and stewing, for example, time is critical.

3. Training and development managers analyze training needs to develop new or modify existing training programs. Provide recommendations to instructors. Prepare training budget for department. Confer with management and conduct surveys to identify training needs. (ONET online.org)

Training managers would receive an MBO: management by objectives appraisal because they and their managers can identify objectives and goals to meet during the rating period and they employees would perform self appraisals to go along with the appraisal done by their supervisor. It can monitor the progress of the employee and is used by managers. (Martocchio 64). The trainer and the supervisor can come up with the goals together and at the end of the rating period they rate themselves as well as receive the feedback to see how closely they met the goals.