Page "Industrial and organizational psychology" Paragraph 75

To assess job performance, reliable and valid measures must be established.

While there are many sources of error with performance ratings, error can be reduced through rater training and through the use of behaviorally-anchored rating scales.

Such scales can be used to clearly define the behaviors that constitute poor, average, and superior performance.

Additional factors that complicate the measurement of job performance include the instability of job performance over time due to forces such as changing performance criteria, the structure of the job itself and the restriction of variation in individual performance by organizational forces.

These factors include errors in job measurement techniques, acceptance and the justification of poor performance and lack of importance of individual performance.