A Comparison of Two Behaviorally Based Performance Appraisal Systems
Formal performance appraisal systems are becoming increasingly common in organizations today. Many companies have abandoned informal and subjective evaluation systems because of the legal risks posed should the company be taken to court of the Equal Employment Opportunity Commission (EEOC). The 1978 Uniform Guidelines, developed by the EEOC, state that any tests in an organization that adversely affect people in a protected class must be shown to be valid. Their definition of test is broad enough to included unstandardized, informal and unscored appraisal procedures, which may be difficult, if not impossible, to validate. In addition, the courts have taken a dim view of appraisal techniques that depend heavily on subjective evaluation, and have specifically condemned procedures based on trait scales (Latham & Wexley, 1981).
This item is only available in print in the UCF Libraries. If this is your thesis or dissertation, you can help us make it available online for use by researchers around the world by downloading and filling out the Internet Distribution Consent Agreement. You may also contact the project coordinator Kerri Bottorff for more information.
Master of Science (M.S.)
College of Arts and Sciences
Length of Campus-only Access
Masters Thesis (Open Access)
Bucklan, Mary Ann Kutcher, "A Comparison of Two Behaviorally Based Performance Appraisal Systems" (1988). Retrospective Theses and Dissertations. 5156.