Peer Performance Ratings LO10527

Debbie Broome (debbieb@linux.plano.gov)
Wed, 16 Oct 1996 17:19:32 -0500

Replying to LO10446 --

Both Dale and Archie have been writing about peer evaluations. I
apologize for getting to this a little late. I have been swamped at work
and am just now getting to a backlog of mail.

I have always felt intuitively uncomfortable with *formalized* 360
evaluations and peer reviews. I am also uncomfortable with the standard
formal evaluation (the one I am typically required to conduct with the
people who work (according to the organization chart) for me. I think
conversations and feedback between employees and supervisors is very
important, particularly in cases where as managers and supervisors we need
to know what we can do better to support employees in getting the job done
(usually it's get out of the way, which is OK).

I did have an opportunity to see Wheatley and Kellner-Rogers in Denver
several weeks ago. One thing that stood out for me during the entire
evening was a discussion about how we our influenced by information
outside of us. The presenters cited a study on cognition, the name of
which I do not recall at this time, that basically said that our thinking
about a situation is only impacted by 20% to things occuring in our
environment, outside of us. The other 80% of our thinking comes from our
own paradigms (mental models). If this is the case, no wonder evaluation
systems of any kind do not work. It actually provided me with a grounding
of why the evaluation process is so intuitively uncomfortable. Is anyone
familar with this study? I would like to learn more about these concepts.
Also, does any one have any thoughts on how our mental models relate,
impede, help, the performance evaluation process? Why do we do them???

-- 

Deborah Broome City of Plano 1520 Avenue K Plano, Texas 75074 e-mail: debbieb@linux.plano.gov PHONE: 972-461-7122 FAX: 972-423-9587

Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>