Abstract
A method is presented for identifying job specific performance appraisal factors in large organizations across a wide range of jobs. This study covered 375 classifications out of 450 in a county government. Jobs ranged from custodial and labor trades through middle level staff, line, and management positions. A single 284 item duty oriented questionnaire was developed and administered to incumbents in all classifications. Factor analysis was used to isolate 79 factors. These were further reduced to 29 factors through the use of professional judgement. Job specific combinations of these factors were assigned to each classification by managers. Examination of factor overlap within a classification and across departments indicates consistency of factor assignment. Four evaluations suggest that the factors are content valid. The direct cost of implementing this methodology was $15.10 per classification.
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