Article1997

Multi-Source Performance Appraisals

28 citations0/0 files storedReview of Public Personnel Administration

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Human Resource Development and Performance Evaluation Employee Performance and Management Public Policy and Administration Research

Abstract

Performance appraisal is crucial to effective human resource management, but there is evidence that current processes are not very effective This study reports on experience with a relatively new appraisal system in the operations office of a large federal agency The method, multi-source assessment (MSA, or "360° Feedback") utilizes ratings from peers, direct-reports, the supervisor, and the employee Comparison of survey results from before and after implementation of MSA found significant improvement in employee perceptions of the fairness and effectiveness of appraisals, particularly among protected classes The implications of these findings and suggestions for future research are discussed.

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References

1988The Social Psychology of Procedural Justice 1975Equity, Equality, and Need: What Determines Which Value Will Be Used as the Basis of Distributive Justice?1993The Perceived Fairness of Selection Systems: An Organizational Justice Perspective 1986Determinants of perceived fairness of performance evaluations.1984Performance appraisal : assessing human behavior at work 1988VOICE AND JUSTIFICATION: THEIR INFLUENCE ON PROCEDURAL FAIRNESS JUDGMENTS.1986Determinants of perceived fairness of performance evaluations 1991Performance appraisal: An organizational perspective.

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