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Chapter 12. Measuring Performance > Types of Performance Assessments - Pg. 138

Measuring Performance 138 Team Builder Keep a record of specific examples of exceptional and unsatisfactory performance and behavior of team members to support your performance evaluation. · Make an effort to be aware of your personal biases and to overcome them. Results-Based Evaluations Rather than rate team members on the basis of an opinion about their various traits, in the results- based system the people who do the rating focus on the attainment of specific results. Results-based ratings can be used in any situation in which results are measurable. This system is obviously easier to use when quantifiable factors are involved (such as sales volume or production units), but it's also useful in such intangible areas as attaining specific goals in management devel- opment, reaching personal goals, and making collaborative efforts. In a results-based evaluation system, the people who do the evaluating don't have to rely on their judgment of abstract traits, but instead can focus on what was expected from team members and how closely they met these expectations. The expectations are agreed upon at the beginning of a period and measured at the end of that period. At that time, new goals are developed to be measured at the end of the following period. Here's how this system works: · For every job, the team leader and the associates doing the job agree on the results expected for that job. These are called key results areas (KRAs). Employees must accomplish results in these areas to meet the team's goals. · The team leader and the team member establish the criteria on which the team member will be measured in each of the KRAs. · During a formal review, the results an employee attained in each of the KRAs are measured against what was expected. · A numerical scale is used in some organizations to rate employees on how close they come to reaching their goals. In others, no grades are given. Instead, a narrative report is compiled to summarize what has been accomplished and to comment on its significance. Some companies request that team members submit monthly progress reports compiled in the same format as the annual review. This technique enables both the team member and the leader to monitor progress. Studying the monthly reports makes the annual review easier to compile and discuss. Although results-oriented evaluations can be more meaningful than trait systems, they're not free of problems.