SA02 - Performance Evaluation Flashcards Preview

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Flashcards in SA02 - Performance Evaluation Deck (24)
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1
Q

enlisted evaluation systems four purposes

A

meaningful feedback, record of performance, evaluations boards/WAPS, and keep track of sex offenseses

2
Q

5 impacts of the enlisted evaluation system

A

Promotions, Productivity, Decorations, Developmental Special Duties (DSD), Force Management

3
Q

Four Attributes of Performance Standards

A

achievable/attainable, specific, observable, measurable

4
Q

Direct observation

A

probably the most popular way of monitoring performance. It involves observing your Airman’s performance with your own eyes.

5
Q

indirect observation

A

observations from trusted peers or leaders so you receive unbiased and honest observations.

6
Q

Initial Feedback requirements

A

must be delivered within the first 60 days of your assignment as a supervisor. You will conduct an initial feedback for all Airmen you supervise.

7
Q

Midterm Feedback Requirements

A

Midterm feedback must occur between the date supervision began and the projected EPR closeout date.

8
Q

End-of-Reporting Period Feedback

A

conduct the End-of-Reporting Period performance feedback in conjunction with presenting the evaluation (EPR) to the ratee. The EPR will serve as the feedback form for the End-of-Reporting Period performance feedback session

9
Q

Preventative feedback

A

feedback done before an Airman violates a standard or falls below your supervisory expectations. The initial performance feedback is a form of preventative feedback.

10
Q

Rehabilitative feedback

A

done after an Airman violates a standard or falls below your supervisory expectations. Rehabilitative feedback gives an Airman the opportunity to improve their behaviors before it becomes an official part of their record.

11
Q

Rater Evaluation Error - Leniency

A

The tendency to evaluate all people as outstanding and to give inflated ratings rather than true assessments of performance.

12
Q

Rater Evaluation Error - Harshness

A

The tendency to evaluate all people at the low end of the scale/overly critical of performance.

13
Q

Rater Evaluation Error - Recency

A

The tendency to evaluate people based on the most recent performance, instead of the performance over the entire rating period.

14
Q

Rater Evaluation Error - Past Performance Error

A

Evaluating based on past performance rather than present performance.

15
Q

Rater Evaluation Error - Central Tendency

A

The tendency to evaluate all people as average regardless of differences in performance.

16
Q

Rater Evaluation Error - Contrast Error

A

Evaluating a person in relation to another person, rather than on how well they performed in relation to his/her duties, goals, and stated performance standards.

17
Q

Rater Evaluation Error - Halo Effect

A

The tendency to evaluate based on one outstanding (positive) trait or characteristic of a person.

18
Q

Rater Evaluation Error - First Impression Error

A

The tendency to evaluate based on first impression (favorable or unfavorable) and ignore subsequent information (positive or negative).

19
Q

Rater Evaluation Error - The Similar-to-Me Effect

A

Giving higher evaluations to people who are similar to the rater in terms of background or attitudes.

20
Q

Improving the Subordinate

A

The first action you can take to continue developing your subordinates is to build on their strengths. Another way to help improve a subordinate is by tying performance improvement efforts to the subordinate’s personal goals/interests.

21
Q

Improving the Job

A

improve the job by evaluating things like the necessity of tasks, appropriateness of tasks, and job design.

22
Q

Job Design - Job Rotation

A

systematically moving Airmen from one job to another within the entire range of possible tasks.

23
Q

Job Design - Job Enlargement

A

occurs when you give an Airman a wider range/variety of tasks to perform.

24
Q

Job Design - Job Enrichment

A

refers to adding challenges or new responsibilities to current jobs.