chap 8

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chap 8
2013-01-20 16:38:37
key police personnel development

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  1. Many personnel specialits believe that a performance appriasal system should be limited to one objective, which is to
    inform employees about the quality of thier work so they ight strive to improve performance
  2. The most important elements of performace appraisal include all but which of the following characteristices
     they are objective as well as subjective
  3. According to the text, a performance appraisal is neccessary in order to do all of the following exept
    determine an officers right to recieve a merit raise and maintain fair relationships and communication bonds
  4. According to More and Miller, under ideal circumstances, police dept should require at least 
    two years of probation with rookie police officers evaluated every six months
  5. Performance evaluations have three common objectives which include all of the following except
  6. Methods of appraisal include all but which of the following
    total quality management
  7. The critical incident method advantage is that 
    it is well suited for the employee couseling aspect of performance assessment
  8. When supervisors give the person the benefit of the doubt and evaluate the person higher than the circumstances warrant theya guilty of the 
    error of leniency
  9. According to More and Miller the most common error in rating police personnel is the 
    error of leniency
  10. When supervisors force many employees into an artificial category leveled average their are guilty of the 
    error of central tendency
  11. When the supervisor allows just one outstanding characteristic or critical incident to shape the overall rating, the supervisor is guilty of the 
    halo effect
  12. According to more and miller, while the exact configuration varies from one department to the next, most formal employee evaluation systems have__ steps.
  13. When supervisors hav a tendency to rate the employees they know and really like much higher than can reasonably be justified by an objective assessment of performance they are guilty of the 
    error of bias
  14. Because mush of a supervisors work is not observed by employees the supervisor evaluation should focus on 
    leadership issues
  15. __penalizes competent achievement oriented employees and rewards marginal employees.
    average evaluations
  16. When supervisors tend to judge subordinates in terms of their own expectations and aspirations, they are guilty of the 
    error of contrast
  17. The performance appraisal interview benefits
    the employee, supervisor and agency
  18. A performance evaluation that is an accurate measurement of the traits applied problem solving or goal acqusition the evaluation purports to measure is said to be 
  19. A performance evaluation that is not biased by the idiosycrasies of the rater, manipulation by the evaluated flaws in the design of the measureing device or by the constraints of time or place is said to be
  20. T/F Systematic performance appraisal is regarded as the key to employee development and is viewed as the centerpiece of an effective police personnel system
  21. T/F The universal aspects of performance appraisal are the use of corrective action as required in a given situation and measurmentof job related performance
  22. Not everyone has the inclination and or talent to be a good evaluator T/F
  23. T/F Being a good evaluator requires natural talent and acquisition of special skills
  24. T/F Influences that distort perceptions and interfere with an objective assessment are halo effect error of leniency and centeral tendency bias.
  25. Reliablilty of performance appraisal is somewhat easy to achieve T/F
  26. Institutional support is not essential for a performance appraisal program to be effective
  27. Graphic rating scales are tricky performance assessment devices because interpretation is quite difficult T/F