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Attachment 2 <br /> Types of Performance Evaluation Systems <br /> 1. By Evaluation Criteria <br /> a. Trait Rating Systems <br /> -Addresses a pre-defined set of personal traits such <br /> as initiative or enthusiasm. <br /> -Have largely been discontinued because of issues of <br /> job related validity under federal non- <br /> discrimination guidelines. <br /> b. Behaviorally Anchored Rating Systems <br /> -Addresses a pre-defined set of job behaviors <br /> identified as related to successful performance in a <br /> specific job based on job analysis. <br /> -Examples of job behaviors for a specific job might <br /> include: attention to detail, decision-making, <br /> leading, organizing. <br /> -Lends itself to a graphic rating scale. <br /> -By focusing on behaviors, emphasizes processes and <br /> works best in environments where outputs are more <br /> assurable than outcomes . <br /> -Works best with large groups of individuals whose <br /> job descriptions are standardized. <br /> -Most costly system to develop. <br /> c. Work Objective Based Rating Systems <br /> -Addresses specific work objectives identified for <br /> the individual job. <br /> -WPPR is an example of such a system. <br /> -Focuses on the results to be expected from job <br /> performance. <br /> -Provides potentially for more employee involvement <br /> than other systems. <br />