Can performance-feedback accuracy be improved? Effects of rater priming and rating-scale format on rating accuracy.
Performance appraisal information is often used for employee feedback and development. Research has found that assessments that are global (i.e., based on broad aspects of performance) and comparative (i.e., explicit interratee comparisons) may be most accurate in terms of Cronbach's (1955) differential accuracy, a type of accuracy that is directly relevant to the provision of feedback. Unfortunately, a global-comparative assessment may not give recipients the most useful diagnostic feedback. In this experiment, an innovative rater-priming manipulation was developed and tested on a sample of 109 participants. The priming manipulation had the effect of improving differential accuracy and providing diagnostic feedback. A 2nd independent variable involving 2 different Behavioral Observation Scale formats also was investigated. Explanations of findings, limitations of this experiment, directions for future research, and implications for performance appraisal practice are discussed.
Jelley
R B
RB
Department of Psychology, Social Science Centre, The University of Western Ontario, London,  Canada. rbjelley@julian.uwo.ca
Goffin
R D
RD
D000293:Adolescent; D000328:Adult; D004650:Employee Performance Appraisal / Q000379:methods* / Q000592:standards*; D004651:Employment; D005246:Feedback; D005260:Female; D006801:Humans; D008297:Male; D011897:Random Allocation