Questionnaire for performance review on the basis of pay: 1.

The purpose of a performance review is to communicate expectations, provide feedback, address performance issues, and: a. complete the forms b. play god c. plan employee development d. make Ann Marie happy 2. The key to a painless performance review is: a. not to do it b. good supervision c. rate all employees high d. have someone else do it 3. Supervisors often avoid conducting performance reviews because they want employees to like them, they dont want to cause conflict or poor morale, and they: a. lack necessary documentation b. fear failure c. have self doubt d. all of the above 4. The documentation to review employee performance comes from: the job description, written job and company standards, and all but one of the following: a. critical incidents b. observation c. thin air d. monitoring data2 5. If a supervisor has limited experience with the employee, it is best to: a. postpone the review until next year

b. ask other supervisors who have worked with the employee c. rate the employees performance in the middle of the scale d. have the employee write his or her own review

6. When reviewing poor performance, many supervisors make the automatic assumption that: a. the employee is choosing not to perform up to standard b. there may be circumstances beyond the employees control c. the supervisor may not set the employee up for success d. the system may have impacted employee performance

7. When rating employee performance, the most common error is: a. halo effect: rating all performance high because of one quality b. recency: rating influenced by the most recent behavior c. central tendency: rating employees at the midpoint of a scale d. contrast effects: rating employees against each other

8. The best way to avoid rating errors is to rate employees based on: a. the employees self assessment b. the supervisors first impression of the employee c. previous performance ratings d. performance in relation to job standards

9. To prepare to conduct a performance review, the supervisor needs to obtain and review documentation, perform an initial rating, set goals for the performance interview, and three of the following: a. schedule sufficient time in a private location b. anticipate possible employee defensive reactions

c. do some self talk d. tell the employee the preliminary ratings

10. When conducting the performance interview, the supervisor should: a. take control immediately b. approach the ratings in a judgmental way c. emphasize that it will be a two-way conversation d. focus first on areas for improvement

11. In a good performance interview, the supervisor: a. sets a respectful tone at the beginning b. positively discusses the employees strong and weak points c. stresses solving problems d. all of the above

12. If the supervisor must criticize: a. talk about past mistakes or faults b. make a joke of the incident c. concentrate on the act rather than on the person d. share personal feelings

13. When a supervisor writes on employee reviews: I would not allow this employee to breed, This young lady has delusions of adequacy, When his IQ reaches 50, he should sell, or The wheel is turning, but the hamster is dead, the supervisor is violating which of the following legal requirements: a. Keep all evaluations objective, honest and well documented b. Avoid the appearance of prejudice or discrimination c. Avoid evaluation of personality traits and attitude

d. Be cautious about making subjective judgments

14. When an employee is accused of poor performance, it is very natural for the employee to become defensive. If that happens, the supervisor should always: a. insist that the employee stop being defensive b. explain the employees response to the employee c. continue the meeting d. recognize his or her own

15. If an employee cries during the performance interview, the supervisor can: a. hand over a box of Kleenex b. give the employee time to gain control and composure c. give the person permission not to respond immediately d. all of the above

16. If an employee gets angry during the performance review, the supervisor should: a. take it personally b. establish ground rules c. interrupt the employee d. make the communication one-sided

17. If an employee refuses to respond to the supervisors comments, the supervisor may: a. explain the consequences if the employee doesnt participate b. allow the employee the option to respond in writing c. indicate the assumption that silence means agreement d. all of the above

18. If an employee blames others during the interview, the one thing the supervisor should NOT do is: a. allow the employee to vent b. focus on the real issue and problem solve c. discuss other employees d. document the conversation

19. If the employee blames the supervisor during the interview, the supervisor can reframe a verbal attack on the supervisor as an attack on the problem, reframe from past wrongs to future remedies, rephrase from you and me to we, or: a. ignore the attack b. get angry c. point out the unfairness of the comment d. argue with the employee

20. If there are five areas in which the employees performance is unsatisfactory, the supervisor should set improvement goals for: a. all five areas b. no more than two or three areas c. no more than three or four areas d. no more than one area

21. For an improvement goal to be effective, it requires the following three components: a. it is the sole responsibility of the employee b. it is specific, observable and measurable c. it has a specific time schedule

d. it includes how performance will be monitored

22. Conclude the performance interview when the employee has a clear idea about: a. what s/he is doing right and how s/he can continue to improve b. the plan of action to address any problems c. the plan of action for personal development d. all of the above

23. When the employee signs the performance review form, it means that the employee: a. agrees with the statements on the form b. has seen the statements on the form c. was present at the performance interview d. is committed to accomplishing items on the form

24. After the performance review is completed, the supervisor can do everything except: a. forget about it until the next scheduled review b. schedule meetings with the employee to monitor performance c. reflect on his or her performance as an evaluator d. provide the support and resources that the employee needs

25. It is acceptable for the supervisor to have a confidential file for each employee in order to do everything but: a. maintain performance-related documents b. keep notes on behavior that is not discussed with employee c. maintain notes on performance monitoring activities

d. keep the performance improvement plan

26. Performance reviews fail when: a. the supervisor fails to set specific objectives for the interview b. the employees self-evaluation is ignored or minimized c. not enough emphasis is placed on problem solving and planning d. all of the above

27. A good performance review is a: a. painful but necessary activity b. highlight of an employees day c. continuation of an ongoing employee/supervisor dialogue d. highlight of a supervisors day

28. Performance reviews succeed when: a. performance high and low points are discussed in specifics b. the performance review is historical and developmental c. a mechanism for follow-up is established prior to the next review d. all of the above