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Performance appraisal
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====Peer assessments==== In peer assessment the appraisee is subject to feedback from peers – that is members of an organisation who function at the same level as the appraisee. In general, tools are made available to peer assessors to grade the appraisee against pre-determined criteria. These tools typically take the form of a multi-format questionnaire that might include VAS, Likert scoring and the collection of both quantitative and qualitative data by a number of means.<ref name="ReferenceA">{{Cite journal |last1=Yang |first1=Anita |last2=Brown |first2=Anna |last3=Gilmore |first3=Rachel |last4=Persky |first4=Adam M. |date=October 2022 |title=A Practical Review for Implementing Peer Assessments Within Teams |journal=American Journal of Pharmaceutical Education |language=en |volume=86 |issue=7 |pages=8795 |doi=10.5688/ajpe8795 |pmc=10159466 |pmid=34697020}}</ref> As in any method of performance appraisal, high quality of feedback is a key to the effectiveness of peer evaluation,<ref>{{cite journal |last1=Ibarra-Sáiz |first1=María Soledad |last2=Rodríguez-Gómez |first2=Gregorio |last3=Boud |first3=David |title=Developing student competence through peer assessment: the role of feedback, self-regulation and evaluative judgement |journal=Higher Education |date=July 2020 |volume=80 |issue=1 |pages=137–156 |doi=10.1007/s10734-019-00469-2 |doi-access=free |hdl=10536/DRO/DU:30134272 |hdl-access=free }}</ref><ref name=":12">{{cite book |doi=10.2991/978-2-38476-056-5_24 |chapter=Peer Assessment Analysis of Performance Appraisal Using Analytical Rubrics to Improve Critical Thinking Skills |title=Proceedings of the 3rd International Conference on Education and Technology (ICETECH 2022) |series=Advances in Social Science, Education and Humanities Research |date=2023 |last1=Iriani |first1=Tuti |last2=Anisah |last3=Luthfiana |first3=Yusrina |volume=745 |pages=216–224 |isbn=978-2-38476-055-8 }}</ref> as is closing the loop on the appraisal process. There are threats to both the quality and perception of feedback in peer-assessment, for example peers may be biased by pre-existing relationships and less trust or value might be put in the appraisal of a peer than a senior.<ref name=":12" /><ref>{{cite journal |last1=Murphy |first1=Kevin R. |title=Performance evaluation will not die, but it should |journal=Human Resource Management Journal |date=January 2020 |volume=30 |issue=1 |pages=13–31 |doi=10.1111/1748-8583.12259 }}</ref> Additionally in an organization where peer assessment is undertaken, employees may have concern for how the analysis of other is perceived, and how this my impact on their own assessment in turn.<ref>{{cite journal |last1=Klapper |first1=Helge |last2=Piezunka |first2=Henning |last3=Dahlander |first3=Linus |title=Peer Evaluations: Evaluating and Being Evaluated |journal=Organization Science |date=July 2024 |volume=35 |issue=4 |pages=1363–1387 |doi=10.1287/orsc.2021.15302 }}</ref> Potential benefits of peer assessment are: * Decreased “social loafing” (mitigates the tendency to be less productive when part of a team). * Improved performance. * An environment that better reflects the culture of the team. * Individuals take greater of each other and their relationships.<ref name="ReferenceA"/>
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