240 Human Resources Management for Public and Nonprofi t Organizations
Personnel Data
Raters tabulate information such as the number of absences or the number
of times employees report to work late. The data are used to regulate
employees ’ conformance to organizational policies.Each of the evaluation instruments has advantages and disadvantages
and may be appropriate when used in the correct context. It is important that
appraisal instruments are congruent with the objective for the evaluation and
suitable for the positions being evaluated. For example, personnel data such
as tardiness or absenteeism do not address task profi ciency or job - related
behaviors. BARS or critical incidents are more appropriate for capturing
such behaviors. Personnel data tend to enforce rules and regulations.
Many agencies also make the mistake of believing that evaluation
instruments should be uniform across the organization, regardless of the
position being evaluated. That is not the case. The evaluation process is
valuable only if it is relevant to the position. There must be a direct link
between the requirements of the job and the instrument used to evaluate
performance. The KSAOCs that some jobs require incumbents to possessExhibit 8.5. Sample Critical Incidents Report
Positive
Date Employee volunteered for four extra assignments.
Date Received phone call from professional X commending the
assistance given by employee A.
Date Employee submitted progress report B two weeks ahead of
deadline. The report was complete and accurate. Employee
exercised independent judgment.
Negative
Date Employee failed to submit accurate and complete
verifi cation reports. Auditors found defi ciencies that
warranted a payback.
Date Employee refused to return phone calls to client, resulting
in loss of client.
Date Employee missed the deadline for the grant proposal
submission. This resulted in the agency ’ s not receiving X
amount of funds. Program X had to be eliminated.