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Performance
Appraisal Skills Inventory
(PASI)
Second Edition
Help
managers turn performance appraisals into productive and even
enjoyable experiences. The Performance Appraisal Skills Inventory (PASI)
first identifies strengths and weaknesses in six skill areas via an
18-item assessment. Participants then learn a simple 6-step process
for conducting effective performance appraisal meetings.
Learning Outcomes
- Identify strengths and weaknesses
in specific skills needed to conduct effective performance
appraisal meetings
- Compare strengths and weaknesses
in these skills with a norm group of managers and supervisors who
previously completed the PASI
- Learn a model for conducting
effective performance appraisal meetings
Theory
Research points the fact that most managers do not do a very good
job of conducting performance appraisal meetings. One study (DeVries
et al. [1986]) of a high-tech corporation revealed that meetings
often did not last long enough, did not lead to follow-up meetings
to address issues that arose, and that most employees did not know
the evaluation criteria prior to an actual performance appraisal
meeting. Other researchers have found discrepancies in perceptions
of managers and employees about what took place in appraisal
meetings and whether a performance appraisal had actually taken
place.
The premise of the PASI is that managers and supervisors could gain
the ability to be effective at conducting performance appraisal
meetings if they had a good model. The steps and skills of the
6-Step Performance Appraisal Meeting Model show below are all
grounded in behavioral science research. They have been found to
distinguish managers who are effective at conducting performance
appraisal meetings from those who are less effective. (See Rackham
and Morgan [1977]).
The 6-Step Performance Appraisal Meeting Model
An effective performance appraisal meeting can be viewed as a
process consisting of 6 steps:
1. Building a Relationship of Mutual Trust
2. Opening the Meeting
3. Identifying and Exploring Accomplishments and Concerns
4. Developing an Improvement Plan
5. Overcoming Defensiveness
6. Evaluating and Rating Employee Performance
More detailed information about the PASI model and theory is
included in the Facilitator Guide.
How It Works
Using a pressure-sensitive form, participants respond to 18
situations and corresponding action options in connection with
performance appraisal meetings. After scoring is complete,
participants create a profile by plotting their scores for each of
the six skill sets on a chart. To monitor improvement, the
facilitator can later distribute a reproducible post-session
inventory (included in the Facilitator Guide). By combining the
results of the initial and post assessments, participants create an
Overall Effectiveness Profile.
The Facilitator Guide includes optional activities and the
reproducible article, “How to Get Extraordinary Performance from
Ordinary People” — an excellent takeaway to introduce or reinforce
the learning. In addition, each Participant Guide provides
interpretive information and an action-planning section.
Uses for the PASI
The PASI works well as a stand-alone instrument, or as a component
of a larger training initiative. It is appropriate for use with
individual managers or supervisors in a department or work unit, or
all the managers in an entire organization. The PASI can also be
used with prospective managers to help them prepare for their
performance appraisal responsibilities.
More specific uses include:
- As part of a training program to
introduce a new performance appraisal system
- As part of a management training
program to improve performance appraisal skills
- As a development tool used by
higher-level managers to coach lower-level managers in conducting
performance appraisals
- As a comparison tool to examine
the effect of training by using pre- and post-training scores
- As a follow-up activity
- As an individual assessment tool
Additional uses and common reactions to
the PASI are included in the Facilitator Guide.
What to Order/Product Contents
Order one Facilitator Guide per trainer and one Participant Guide
per participant.
Recently revised and expanded, the 2nd Edition PASI Facilitator
Guide includes many new features, including a sample copy of the
Participant Guide, CD-ROM, workshop design, and more.
Facilitator Guide includes:
- Administrative guidelines
- Background information
- Workshop design with preparation
checklist and step-by-step instructions
- Alternative training designs
- Blank training outline
- Optional activities
- Sample copy of re-formatted
Participant Guide
- CD-ROM containing Microsoft®
PowerPoint® presentation and reproducible masters including a
Certificate of Achievement, Training Evaluation, overhead
transparency masters, and the article entitled, “How to Get
Extraordinary Performances from Ordinary People”
- Convenient binder format
Participant Guide includes:
- 18-item inventory
- Instructions
- Pressure-sensitive Response Form
- Interpretive information
- Performance Appraisal Meeting
Model
- Profile Chart for recording and
interpreting results
- Improvement goals and action
planning
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