Nonlinear and Noncompensatory Processes in Performance Evaluation

Anecdotal experience suggests that such common judgment tasks as performance evaluation typically evoke nonlinear and noncompensatory information processing strategies. Yet, the simple linear model is typically used to model judges\u27 policies. Two performance evaluation studies using the policy capturing (“paper people”) paradigm are reported here. In the first study, nursing supervisors evaluated profiles of registered nurse and licensed vocational nurse performance. In the second study, faculty members evaluated profiles of nontenured faculty scholarly productivity. Conclusions drawn from these studies were (a) most judges appeared to use nonlinear judgment strategies, (b) for many judges, the nonlinearity was compatible with a noncompensatory judgment strategy, and (c) regression methods are capable of detecting nonlinearity in a series of judgments, at least in the performance evaluation context. Implications of these results for work in performance appraisal are discussed

Job Analysis, Personnel Selection, and the ADA

The ADA will change the way employers screen and hire applicants. The notion of essential functions is central to hiring under the ADA. We explore the meaning of essential functions, including changes in perspective due to the ADA, how to conduct a job analysis to provide information in determining essential functions, and the role of essential functions in selection. We conclude by noting some challenges for job analysis under the ADA and directions for research