A. Graphic Rating Scale_

B. BARS __

c. 360 Degree Review__

D. Self-Evaluation____

E. Management by Objective (MBO) ____

F. Forced Distribution___

G. Simple Ranking___

H. Critical Incidents Technique___

I. Recency effect

J. Horn/Halo Effect

1. This tool is used before the review to better understand the employee's perspective.

2. This method compares employees to one another. A bell-curve model is applied and employees are placed into different groups, from high performers to low performers. This method is subject to contrast error.

3. A manager may write a report about something the employee did that was particularly effective or ineffective. The focus is on behaviors not traits. This method is time consuming.

6. Includes multiple observations from different perspectives. While this generates more information than using a review from one source, research shows that this system can have flaws in that conflicting feedback is not very useful.

7. This method puts people in order from the strongest employee to weakest employee. Can be used with subjective or objective data.

8. Measures the employee's contribution to the organization's strategy through the achievement of goals and objectives.

9. A cognitive bias that causes a person to be overly influenced by a single personality quality, physical trait, or experience.

10. A raters tendency to allow more recent experiences or incidences of the employee behavior influence the performance evaluation process.