Conducting Performance Evaluations

published or submitted for publicatio

Subjective Evaluations with Performance Feedback

This paper models two key roles of subjective performance evaluations: their incentive role and their feedback role. The paper shows that the feedback role makes subjective pay feasible even without repeated interaction, as long as there exists some verifiable measure of performance. It also shows that while subjective pay is helpful, it cannot achieve full efficiency. However, fully efficient incentives are achievable if the firm can commit to a forced distribution of evaluations and employs a continuum of workers. With a small number of workers, a forced distribution is valuable only if the verifiable measure is poor.Subjective Evaluations, Performance Feedback, Optimal Contracts

Race, Expectations and Evaluations of Police Performance: An Empirical Assessment

The purpose of the current study is two‐fold. First, using data obtained from a sample of crime victims (n = 122), this study empirically assesses the effect that police officer race has on evaluations of the police. Second, this study provides a greater specification of the effect that expectations regarding police performance have on evaluations of the police. ANOVA and Ordered Probit analyses indicate that police officer race does not influence victim evaluations of police performance. However, expectations do significantly influence evaluations of the police and furthermore, expectations of police performance differ across racial lines. Possible explanations for these findings and directions for future research are offered

Subjective and objective performance evaluation

We study executive compensation in an environment in which firms compete offering contingent contracts to managers with private information about their ability. We ask whether equilibrium executive compensation depends on subjective evaluations, i.e., on assessments made by the firm which are based on noncontractible information. We also allow for objective (i.e., contractible) performance measures and we depart from the rest of the literature on the topic by assuming that subjective evaluations are made before the uncertainty on the objective performance measures is resolved. We find that even in this case, equilibrium contracts ignore subjective evaluations regardless of their informativeness

Objective versus Subjective Performance Evaluations

Why does incentive pay often depend on subjective rather than objective performance evaluations? After all, subjective evaluations entail a credibility issue. While the most plausible explanation for this practice is lack of adequate objective measures, I argue that subjective evaluations might sometimes also be used to withhold information from the worker. I furthermore argue that withholding information is particularly important under circumstances where the credibility issue is small. The statements are derived from a two-stage principal-agent model in which the stochastic relationship between effort and performance is unknown

Meaningful and Effective Performance Evaluations in a Time of Community Policing

It is well recognized that the success of community-policing initiatives may be dependent on a variety of organizational changes, such as decentralization, increased officer autonomy and discretion, and permanent or stable geographic assignments. What is equally important, yet often overlooked, is the importance of a revised performance evaluation system that reflects the work to be performed in a community policing atmosphere. In a community policing context, performance evaluations do far more than simply evaluate police behavior; they serve as important vehicles for increasing awareness and understanding, conveying organizational expectations, and rewarding behavior concordant with a broadened police role (Oettmeier & Wycoff 1997). This manuscript suggests a step-by-step process for administrators interested in devising an evaluation system that will accomplish these goals

Implementing Observation Protocols: Lessons for K-12 Education From the Field of Early Childhood

Examines issues for implementing standardized observation protocols for teacher evaluations. Makes recommendations based on lessons from preschool, such as the need to show empirical links between teacher performance and student learning and development

Specimen for high-temperature tensile tests

Split nut with internal taper to hold specially formed specimen composed of filaments of refractory material provides means for holding at high temperature and under tension so that performance evaluations may be made

Impact Evaluations and Development: Nonie Guidance on Impact Evaluation

In international development, impact evaluation is principally concerned with final results of interventions (programs, projects, policy measures, reforms) on the welfare of communities, households, and individuals, including taxpayers and voters. Impact evaluation is one tool within the larger toolkit of monitoring and evaluation (including broad program evaluations, process evaluations, ex ante studies, etc.).The Network of Networks for Impact Evaluation (NONIE) was established in 2006 to foster more and better impact evaluations by its membership -- the evaluation networks of bilateral and multilateral organizations focusing on development issues, as well as networks of developing country evaluators. NONIE's member networks conduct a broad set of evaluations, examining issues such as project and strategy performance, institutional development, and aid effectiveness. By sharing methodological approaches and promoting learning by doing on impact evaluations, NONIE aims to promote the use of this more specific approach by its members within their larger portfolio of evaluations. This document, by Frans Leeuw and Jos Vaessen, has been developed to support this focus.For development practitioners, impact evaluations play a keyrole in the drive for better evidence on results and development effectiveness. They are particularly well suited to answer important questions about whether development interventions do or do not work, whether they make a difference, and how cost-effective they are. Consequently, they can help ensure that scarce resources are allocated where they can have the most developmental impact