Asking Questions - The Definitive Guide To Questionnaire Design ...

214 ASKING QUESTIONS
2. Behaviorally anchored rating scales can be useful in contexts
where it is feared that subjectivity could otherwise bias an
evaluation.
3. A system similar to the one used to develop employee evaluations
can be used to develop the instrument for manager or
supervisor evaluations.
4. Customer evaluations can be very useful if they are developed
for the purpose of evaluation and not marketing. In addition,
they need to effectively separate out the service provided
by the employee from more general biases and feelings a
customer might have about the product or service.
5. Teaching evaluations should be generalizable (across all
faculty) as well as having some specific parts that are
unique to individual instructors. A two-part questionnaire
can solve this.
6. Care must be taken with teaching evaluations that there
is some consistency and carryover year-to-year to enable
administrators to track improvement or progress in faculty.
Employee Rating Techniques
Not only is employee performance an overall measure of how well
the company is doing, but it is also a basis for individual evaluation
and rewards. Besides the issue of accuracy and fairness, another key
issue in the process of rating and evaluating employees is related to
the perception of fairness by the employees. This underscores the
importance of process. If the process of developing, measuring,
administering, and analyzing these questions (and data) is seen as
fair, it greatly contributes to cooperation and reduces subversive
efforts. The following steps are recommended in order to achieve
this goal.
1. Begin by conducting a job analysis for each of the necessary
evaluations. Although this task might seem onerous, it is less