Abstract
Accuracy of performance appraisals is very important in public personnel management. We provide “benchmark” data from the research literature. We also provide a method for correcting for error in the data so practitioners' data may be more accurately evaluated. We also demonstrate the degree to which multiple raters will improve the accuracy of appraisals. Finally, we make suggestions as to how the PPM professional may improve the accuracy of performance ratings based on the research concerning rating versus ranking performance, the supervisors' knowledge of the employee and the number of dimensions being appraised.
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