$184$ Part $2$ System Implementation

CASE STUDY $6-2$

Minimizing Distortions in Performance Data at Expert Engineering, Inc.

Under various engineer titles, veteran engineer Demetri worked for Expert Engincering. Inc., for almost $15$ years. The firm's performance evaluation history is both unique and long. He has recently been promoted to the position of principal at the engincering firm. All principals are involved in evaluating engineers because the founders of the firm believed in multiple source evaluation and feedback to prevent favoritism and promote a merit$-$based culture. At the same time, the firm has a long history of using quality performance appraisal forms and review meetings to better ensure accurate performance evaluations. Several months ago, however, the firm initiated a big hiring initiative of a dozen new engineers, nine of whom turn out to be graduates

from Purdue University, which is the same university from which Demetri graduated. Indeed, Demetri was active in moving the hiring initiative forward. There is tension and discontent among the other principals, who fear that a time of unchecked favoritism, biased performance ratings, and unfair promotion decisions is on the rise.

Provide a detailed discussion of the intentional rating distortion factors that may come into play in this situation.

Evaluate the kinds of interventions you could implement to minimize intentional rating distortion, and its reasons, that you have described. What do you recommend and why?