Objective data

Subjective data

Contextual data

Productivity measures,

absenteeism, tardiness, turnover,

absenteeism

OCBs (assisting others, loyalty, extra

work/effort, volunteering),

emotional labor, counterproductive

behaviors (late arrivals, sabotage,

gossiping)

Performance ratings (e.g.,

supervisor, co-workers, self, subordinates,

clients

Criterion Domain

Objective Appraisal Data

1) Production Data (e.g., sales volume, units produced)

• When observation occurs (timing), and how data is collected

• Fairness and relevancy issue

• Potential limited variability

• Limitations regarding supervisory personnel2) Personnel Data

• Absenteeism (excused versus unexcused)

• Tardiness

• Accidents (fault issue)

Years on job

1 2 3 4 5 6 7 8

Best predictor of performance

• Verbal Ability

• Aptitude Test scores

Best predictor of performance

• Specific work methods

• Co-worker relations

Dynamic Criteria (cont.)

Use of Objective Data

Criteria Dimensionality

Decision-making Communication

Static --- Individual performance varies by performance criteria

Criteria Dimensionality (cont.)

Individual --- Employees excel at different aspects of job performance

Employee # 1 Employee # 2

Production Client support & satisfaction

Role prescriptions

, organization

al impact

Criteria Challenges

Criterion unreliability ---

Intrinsic (individual variations in performance)

Extrinsic (equipment functioning, weather, supply chain, geographic region, information access)

Recommended to always combine data across time and situations

Dynamic Criteria

Productivity (Sales) by Year

2001 2002 2003 2004 2005 2006 2007

• Individual variation in performance is often great across time

• More consistency is achieved by using an incentive system and when output is measured over a significant number of occurrences (and over a wide variety of measures)

Use of Objective Data

Criteria Challenges (cont.)

Observation ---

Variation due to methods used, who observes

Performance Dimensions ---

Uni-dimensional vs. multidimensional criteria

(Over-reliance on supervisor ratings of performance; 879/1506)

Objective data Subjective data

r = .39

Relevance --- Generally considered the most important issue

Criteria Issues

* Adequacy of production data for managerial personnel

Criteria Issues (cont.)

Dimensionality --- Does the criteria differentiate between employees?

Low variability (e.g., production line speed, process limitations)

Contamination ---

a) Error

b) Biases (e.g., rating scales, group membership, knowledge of predictor scores, self-fulfilling prophecy)

To Combine or Not to Combine Criteria?

Global criteria

3.0 GPA

Separate, multiple criteria

A

A

C

C

Is there a single, underlying dimension that “allows” combining separate criteria?

Purposes of the data (e.g., a) for personnel decisions or b) feedback, understanding psychological and behavioral processes